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29 Sep

Posted at 20:57h in Uncategorized

The 9-box talent review process is a strategic tool that organizations use to assess and manage talent at all levels. It involves evaluating employees based on their performance and potential and placing them in a grid with 9 boxes, each representing a different talent category.  The evaluation process is simple but powerful: Each manager places her/his direct reports on the grid based on past performance and their opinion about future potential growth. Ratings from each manager are consolidated into one grid. Managers meet together to calibrate the results and discuss development needs, future possible roles, and other strategic talent development activities. This calibration discussion serves to establish a consistent approach to setting standards for performance and potential.  Action items for all employees are documented and updated on a quarterly or semi-annual basis. Benefits To Using a 9-Box Process Enhanced Succession Planning:One of the primary advantages of the 9-box talent review process is its role in succession planning. By categorizing employees into different boxes based on their current performance and future potential, organizations can identify high-potential individuals who are ready to take on leadership roles in the future. This proactive approach ensures a smooth transition when key positions become vacant. Improved Performance Management:The process promotes effective performance management by providing...

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....

12 Jul

Posted at 20:28h in Uncategorized

As the father of a neurodiverse young adult who has entered the workforce, I've spent the past 20 years looking at the world through a different lens, which has been a true blessing. During this time, I've been fortunate to assist numerous market-leading companies in hiring, developing, and retaining talent at all levels. With unemployment at historically low levels, it's crucial for companies to continue thinking creatively about identifying new sources of talent. Neurodiverse individuals represent an untapped pool of potential talent. According to the Harvard School of Medicine, neurodiversity refers to the idea that people experience and interact with the world in many ways. There isn't a single "correct" way of thinking, learning, and behaving, and differences should not be seen as deficiencies. Embracing neurodiversity in the workforce fosters a culture of acceptance and equality, and unleashes unique perspectives that drive innovation and success. KEY FOCUS AREAS - When targeting neurodiverse candidates for specific roles, companies should consider three significant areas: Recruitment - Inclusive hiring practices are vital for attracting neurodiverse talent. Job descriptions should focus on essential skills and qualifications, rather than specific traits. Alternative interview formats, such as skills-based assessments or practical exercises, accommodate different communication and interaction styles. Onboarding &...

14 Jun

Posted at 18:42h in Uncategorized

Your Organization’s Greatest ‘Hidden’ Asset

Whether your organization has 1 or 100 frontline leaders, this critical role is where the rubber meets the road. ...

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...

02 Feb

Posted at 12:11h in Uncategorized

If we learned one thing during the last three years of the pandemic, remote work and The Great Resignation, it is that old methods, no matter how tried and true, are not working to attract, hire and retain talent. Circumstances and expectations have changed. More importantly, Millennials and Gen Z employees make up the majority of the workforce around the globe, and both generations are motivated by less-than-traditional factors. So what do employers and their Human Resources departments do to find the quality of employees they need and keep them engaged? It is going to take a little work, some investment in change, and a willingness to meet talent where they are. Generational Demographics The chart below shows just how much generational demographics have changed over 15 years. While Millennials represent the largest group by far, you can also see the dramatic decrease in Baby Boomers and the steady supply of Generation X. While there is some disagreement about age ranges, most research defines the generations as follows Traditionalists – born in 1945 and before Baby Boomers – born between 1946 and 1964 Generation X – born between 1965 and 1976 Millennials - born between 1977 and 1995 Generation Z – born in 1996 and after Understanding Generational Differences Many...

20 Dec

Posted at 19:23h in Uncategorized

As we wind down the year and look to 2023, I want to revisit one of the most powerful and under-utilized tools that organizations have at their disposal to create high-performing teams and deliver outstanding results. The annual performance management process has gotten a bad rap for several reasons that I discuss below. The greatest gift a leader can give their teammates is a concise set of clear objectives that are regularly discussed and updated. We are potentially looking at a challenging economic environment in 2023 which places even greater importance on the need for motivation and alignment. As an article by McKinsey & Company reminds us, “strong performance management rests on the simple principle that ‘what gets measured gets done.’” In an ideal system, a business creates a cascade of metrics and targets, from its top-level strategic objectives down to the daily activities of its frontline employees. Managers continually monitor those metrics and regularly engage with their teams to discuss progress in meeting the targets. Good performance is rewarded; underperformance triggers action to address the problem. So, what happens when you do not have a strong performance management process in place? Things go wrong quickly. Pitfalls and Shortcomings of a Weak Performance Management Process Poor...

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...