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Author: agilitashcc

17 Aug

Posted at 21:55h in Uncategorized

The most important competency for success in today’s dynamic business environment.

Learning agility is the ability and willingness to quickly acquire new knowledge, adapt to novel situations, and apply insights from past experiences to solve unfamiliar challenges. In essence, learning agility is the key to staying relevant and thriving in an ever-evolving environment....

09 May

Posted at 13:10h in Uncategorized

Huh?  I know – it took me a minute too. It’s one of many synonyms for ONBOARDING that pops up on Google. Why was I looking for another word?  Because I think that we’ve become somewhat tone deaf to the concept of what it really means to help a new employee integrate into the company, team, etc.. The phrase ‘ORGANIZATIONAL SOCIALIZATION’ is a mouthful, but I think it captures the concept and opportunity much better when you reflect on the scope of what is inferred. It’s a mouthful so let’s go with ‘OS’ going forward. Whether it’s an hourly front-line worker or C-Suite exec, there’s more to getting them started than paperwork and the 5-minute office tour. We continue to live in times of record-low unemployment and high turnover, yet the stats continue to show that organizations are underestimating the importance of a strong start. According to a recent Gallup poll only 12% of employees say their company does a good job of onboarding. Conversely, a great OS program is a competitive advantage in the talent marketplace and can significantly increase retention of new hires.   The best OS programs have the following 3 practices in common: Preparation or Preboarding – “Pre” - meaning...

27 Mar

Posted at 19:43h in Uncategorized

Hiring is a topic of conversation on every leader’s mind these days. We are constantly bombarded with stories of labor shortages, absentee employees, quiet quitting, actual quitting, etc. So, what do you do to avoid the pitfalls of poor hires in a tight market? Maybe the first thing to do is look in the mirror.  Grinding through a revolving door of employees is costly in both time and money and making the right hire the first time is critical in this market. If you don’t have processes in place to find employees that are the right fit for your company, you are setting yourself up for failure. So, what can you do? Let’s get into it. The Cost of a Bad Hire While hiring is one of the most important decisions you can make for the success of your business, we are hearing many stories of bad hires. Let’s look at the potential impact of these decisions on your bottom line. A 2017 CareerBuilder Survey reported that 74% of employers say they have hired the wrong person for a position. What does it mean to your business when this happens? The U.S. Department of Labor estimates that the average cost of a bad...

01 Mar

Posted at 18:16h in Uncategorized

The way we work has changed dramatically in the last three years. While most of the workforce was in the office before the pandemic and almost all of the workforce was remote during the pandemic, we are now seeing hybrid teams becoming more of the norm. Whether you are leading a team that is fully remote, hybrid, or fully in the office, now is a great time to reflect on the way operational processes, communication tools, and culture impact your team’s ability to collaborate effectively and deliver results. Hybrid Work by the Numbers First, let’s look at just how prevalent hybrid work arrangements have become since the pandemic. According to zippia.com*: 74% of U.S. companies are using or plan to implement a permanent hybrid work model. 63% of high-growth companies use a “productivity anywhere” hybrid work model. 55% of employees want to work remotely at least three days a week. 59% of employees are more likely to choose an employer that offers remote work opportunities over one that doesn’t. No matter where team members are physically located, leaders need to constantly re-evaluate a variety of factors to motivate staff and drive results. 3 Key Ingredients To Building a High-Performing Team First – have the team collaborate to identify a set of 3 to 5 shared...

05 Dec

Posted at 18:19h in Uncategorized

For most businesses, the last few years have been an exercise in reacting to circumstances none of us has ever experienced. From the pandemic to The Great Resignation, inflation, and recession, the word “pivot” has been used so much that I know I would be happy never to hear it again! But the fact is, we were all required to make significant changes to how we run our businesses as quickly as possible to survive. Those who were not nimble and decisive suffered. So, what does next year look like? What challenges will we continue to face and what new ones are cropping up? Let’s look at trends for 2023 and how they will impact HR leaders across the country. The Talent Crunch Continues According to a recent Gartner webinar, we will continue to experience uncertainty as the combination of rising inflation, global supply constraints, and scarce, expensive talent create challenges for all of us. As HR leaders, we are acutely aware of labor shortages and the need to do more to attract and retain quality employees. Gartner’s research shows that 50% of HR leaders expect increased talent competition over the next six months, and 46% of HR leaders anticipate attrition will...

03 Nov

Posted at 12:51h in Uncategorized

A 2021 Gallup Poll on Employee Engagement showed a decline for the first time in a decade, and the trend has continued in 2022. Given this trend and the continued robust job market, how can leaders, supported by their Human Resources departments, improve employee engagement and strengthen work culture? First, let’s identify some findings from Gallup surveys: Engagement for hybrid and remote workers is 27% higher than that of fully in-office workers. Disengaged employees have 37% higher absenteeism, 18% lower productivity, and 15% lower profitability. Fewer than 1 in 4 U.S. employees feel strongly that their organization cares about their well-being -- the lowest percentage in nearly a decade. Gallup surveyed a random sample of 14,705 U.S. full- and part-time employees and measured several workplace elements, including: Employees' level of agreement about clarity of expectations Opportunities for development Whether they believe their opinions count at work In general, the survey found that engaged employees are involved in and enthusiastic about their work and workplace, while actively disengaged employees are disgruntled and disloyal because most of their workplace needs are unmet. Actions You Can Take to Improve Employee Engagement There are some simple and effective strategies organizations can implement to improve employee engagement and create a more positive work culture. Set clear expectations...