Tuesday, September 29, 2015
by julie
All businesses have challenges and many get stagnated by long term or unaligned executives that resist change and evolution (e.g. technology, best practices, global opportunities). People are the backbone of all businesses and the influencers of how successful a business is. Promoting from within is important but all companies need to bring in a balance of external leadership to move the business forward. Evaluating talent and securing the best solution for the business is an art form and a challenge for most. Bohan & Bradstreet has a history of partnering with leadership to secure solutions for businesses of all sizes and models.
Here are a few of the key elements that B&B evaluates:
(1) examples that illustrate change management skills and the ability to influence and persuade others;
(2) measurement that show resilience to negative emotional encounters that often become barriers to change;
(3) the embracing of new ideas that changed their way of thinking;
(4) the willingness to challenge practices and processes that may be dated or inefficient, thereby stagnating growth and evolution; (5) the ability to deal with uncertainty that impact a company at any time; and
(6) the awareness of how to introduce change and evolution in the most productive and beneficial way.
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Tuesday, September 22, 2015
by julie
Over the years there have been a lot of studies on how culture impacts a business. Can culture drive growth and profit? Does the culture reflect the tenants that drive a business? All of this is interesting especially when over 60% of employees are NOT actively engaged in their work and emotionally disconnected from the culture and current business operations.
If asked most employees feel that the culture in their current employer needs to be reviewed and altered. Culture is molded and influenced by leadership and the best way to start is to communicate and reinforce the company’s values, vision and mission repeatedly and as widely as possible. Additionally, leadership has to be a role model and an organization chart and reward system needs to be in place to support the culture.
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Thursday, September 17, 2015
by julie
To avoid turnover and lost productivity, employees must be engaged and feel positive about their work environment (e.g. role, culture, and boss). There have been many surveys on why talent leaves or stays and key drivers for retention are:
(1) working for a good to great manager, someone that you respect and can be informative and/or mentoring;
(2) feeling appreciated by the employer and this can come through recognition of achievements or praise for job well done;
(3) opportunity for career growth;
(4) a promotion or new title; and
(5) the opportunity to gain knowledge, develop new skills, and/or take on additional responsibilities.
Retaining talent is crucial for business growth and the success of any company.
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Tuesday, September 15, 2015
by julie
Promotions are not for everyone. Timing, functionality, and requirements have to be measured.
The key questions that you want to ask are as follows:
(1) Is this the best time to make the step up? Taking on the next level of responsibility requires additional training and practice. Make sure that will happen.
(2) With promotions comes longer hours and possibly increased travel so are you prepared to take on the additional responsibility and stress?
(3) What new skills and knowledge will you gain and are they in alignment with your career goals? Sometimes promotions are into confined areas and limit long term growth and market value.
(4) Does the new role take you away from the work that you really derive satisfaction from? Some sales professionals like the customer engagement and then when promoted to sales manager find out they are in management of employees and have significantly less face time with customers.
(5) Will the new role disrupt your life balance? Promotions come with more accountability and less flexibility to devote to activities outside of work.
Ready for a promotion or looking to take the next step in your career? Bohan and Bradstreet has the resources to help you take the next step.
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Thursday, September 10, 2015
by julie
Recent studies have found businesses that excel in talent management and recruitment achieve earnings of 15-20% higher than their peers. Recruitment can have a direct and very positive impact on revenue creation and profitability. Here are some factors that are value-adding to the recruitment and performance process:
- Measure if new hires meet expected performance levels and change recruiting and evaluation processes as needed; this requires evaluation of soft and hard skills as well as onboarding process and commitment of both company and recruit.
- Identify best sources for hiring at various levels; engage those sources to be current with business evolution (i.e. promotions, new products/services, awards, expansion), best practices, culture, and other insight that supports reasons why talent would be attracted
- Measure time to fill a position; validate internal vs. external supply chain challenges to expedite hiring process
- Analyze characteristics of new employees that resign in first 100 days to best understand opportunities to improve recruitment and onboarding process.
- Proactively review characteristics, behavior, and work history of talent that has added value to leverage future recruitment and evaluation processes.
- Identify opportunities to reward performance; this can be pay-for-performance, special awards, promotions, recognition announcements, or time off. Top performers need to be acknowledged and recognized.
As a business partner, Bohan & Bradstreet proactively supports the recruitment of talent for our client companies through alignment of talent needs with candidate capabilities and expectations.
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