Controlling Turnover and Addressing Disengagement with a Complete System

Turnover alone may be costing you millions, but what about the employees you still have? Is their disengagement costing you even more?

Fortunately, turnover and disengagement stem from job fit, and you can reduce costs associated with both by using a complete hiring system. With a process that looks at hiring from the very beginning to the very end, you can consider the job, the talent, professional development and performance management. However, with reduced budgets and overwhelming responses to job ads, many companies are finding themselves skipping a system all together. Unfortunately, a move like that doesn’t come without a hefty cost, as doing nothing to ensure job fit will cost you more than implementing a complete hiring system to start controlling turnover and disengagement costs now.

With a solution for future turnover and disengagement costs, let’s turn our focus to the disengaged employees on your payroll now. Can you determine the underlying issue? It may be decreased morale, lack of direction, little job satisfaction or no motivation. Whatever the case, you need to start by using the same complete system. [Read More]

Today, companies with hiring challenges are not alone. Just recently, over 150 businesses showed up at a job fair sponsored by Jobing.com, a major job board agency. Over 14,000 people attended, but not a single hire was made that day.

As companies world-wide are in a crunch to hire for key positions, job seekers continue to flood the talent pool. This creates a challenge for screening and selection because non-qualified applicants are pouring in, and the typical process in place just can’t keep up, resulting in a delayed hiring process.

Most companies have a screening process for selection, but does it include a true analysis of talent? Beyond experience and education, a truly effective screening and selection process will look at innate traits we all possess, like behaviors, motivators and personal skills. Without this essential component, you could be wasting time, energy and resources sifting through applications, comparing unimportant employment details and making tough talent decisions with little support. [ Read More ]

To meet today’s challenges, companies world-wide are searching for ways to do more with less. While many strategies offer streamlined processes and ways to add value, the biggest opportunities to meet this challenge lie within the talent themselves and are critical to future success:

* Finding the right talent

* Retaining your top performers

* Ensuring your best employees have the opportunity to thrive

Managing talent can be tough, but it doesn’t have to be. The key is to understand the current needs of the organization and what each unique individual brings to the job to help you make tough talent decisions.

While education, experience and intelligence are important, you simply cannot uncover the true picture of human talent without a total person analysis that includes an assessment of behaviors, values and personal skills. Together, these areas present a more in-depth approach to truly understanding an individual’s unique characteristics and how they apply to performance on the job.Total Person Analysis Image

In particular, a behavioral assessment will reveal HOW a people behave through their natural style in dealing with four different areas: problems, people, pace and procedure. With a better understanding and appreciation for people with different behavioral styles, communication can be enhanced, conflict can be reduced and a better job fit can be made. With an assessment of motivators, you can reveal WHY people act, or what drives a person to take action. [ Read More ]

The job market is a place of constant change and understanding this vital market is important to effective recruitment and selection. It is in every company’s best interest to know what today’s job seekers are looking for, who they are and why they are looking for that next big move.
Are job seekers looking for long-term careers, or another job experience?
Are job seekers motivated by money or opportunity?
Do job seekers want a job quickly, or are they only looking for the right job?
[ Read More ]

In today’s economy, every business executive, owner, CEO and president should be asking themselves one important question: “Do I have the talent to take this business to the next level?”

If the answer is no, you probably want to begin looking, but if the answer is yes, then employee retention should be at the top of your list. With employee retention statistics that prove your best employees may be sitting on your payroll while patiently waiting for the “right” job, you need to be sure that you are managing employee retention with specific individuals in mind and long-term goals in place.

Employees Are Not All Alike
A good manager knows the strengths and weaknesses of their employees, but do they know what motivates them? In employee retention studies, TTI has found that money is NOT the reason most employees leave a job, which seems contrary to popular belief. In our latest study of over 19,000 job seekers, only 19% said money was the reason they were looking for a new job. Instead, more popular reasons included stress, mismanagement, lack of room for advancement and lack of employee development. [ Read More ]

Start With an Evaluation—End with Results

Succession planning is more important in today’s corporate world than ever before, as mentoring is an excellent way to keep the promising leaders of tomorrow from jumping ship for another opportunity. However, many companies understand the need and value of a formal mentoring program but don’t have the tools to make a true investment in the development of an individual.

TTI’s assessment solutions allow you utilize both psychometric testing and 360 feedback testing to develop a more specific approach to succession planning with leadership development . By combining TTI’s research based Leadership Development Program with the compatible Leadership Development 360 Survey, you have the tools to make the development process effective, precise and measurable. [ Read More ]

How Assessment Results Boost Retention and Increase Performance

Managing employee retention is one of the biggest challenges many companies face. With so many employee retention strategies out there, it is often difficult to determine which one will work for you, your company and more importantly, your employee. The good news is, improving employee retention doesn’t have to bee as hard as you might think, but it must be something that is a concern from day one, not when you start to feel an employee slipping away.

When you consider the employment cycle from beginning to end, it is apparent that training and on-boarding is the most crucial aspect of retention. A company can hire the best candidate who is destined for success, but it is up to the employer to give them the training, attention and motivation it takes to build a dedicated superior performer. Without it, the employee is not likely to build a strong connection with their new employer and will quickly feel under-appreciated, unimportant and simply lost in the shadows of the organization.

A lot of effort should go into creating the appropriate material for a new hire and the manager should schedule enough time to properly facilitate the on-boarding process. Too often, an employee shows up for the first day to an empty desk, gets a tour of the office, meets their co-workers and is back at their empty desk with a handbook to read. Meanwhile, their manager is tending to daily responsibilities and tied up in meetings, checking in with the new employee just before the drive home. A more successful approach would be to present the new employee with training materials that provide everything he or she needs to know in order to understand exactly what is expected for success on the job, in addition to educational material and corporate policy guidelines. [ Read More ]

If performance management sounds complicated, you’re right. It is complicated because it plays a big part in the success of an organization, and anything with a high value isn’t easy. It requires focus and commitment, and it isn’t the same for every employee. So what is the good news? Take a look at the things you can do to make the role of performance management more effective and less complicated: [ Read More ]

For different organizations, performance management can mean different things. It can relate to a process, a system, an organization or a department. For many companies, the role of performance management is associated with an employee and is a responsibility of anyone who is in a management position. However, for many managers, performance management may not be given the attention it deserves.

First, what exactly is performance management? [ Read More ]

In today’s workforce, it is not only becoming more and more important to hire the best employees, but it is also crucial to retain your new hires. Top talent know they have options and if they do not connect with a company on multiple levels and feel great about their job, they may continue looking – while on your payroll. [ Read More ]