Terry's Blog | Daily strategies, insights and inspiration to help you achieve your potential

Employee Retention

Every company should ask themselves this question: "Why do employees choose to stay with us?"  A company can use analytics to calculate what employees value most and then create a model that will boost retention rates.  Such a model can help managers design personalized performance incentives, and decide when to promote someone.

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Quote

Too much learning and not enough doing will turn you into an over motivated under achiever.

                                                                                                                       - Jim Rohn

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Thought For The Day

Motivation gets you going.  Discipline keeps you going.

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Employee Development

"Am I continuing to learn and grow?" is a question that resonates with employees of all ages.  The way your organization helps them answer that question may be your competitive advantage in attracting, developing, and keeping tomorrow's talent.

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Leadership Gap

When we recently asked survey respondents to rate the importance of eight different leadership skills, respondents in all generations placed a high premium on having a manager who "will give honest feedback."  And yet when we asked the heads of HR to rate their manager's competence in the same eight skills, giving feedback ranked dead last.  Clearly, that's a critical leadership gap organizations need to bridge.

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Baby Steps Towards Success

Every great journey or success is a series of small step's and manageable tasks, and with the completion of each, more opportunities and paths will become evident and will open up to you.  Having true clarity about what you want will pull you toward success.  You can drive from New York to California in the dark by only seeing 50' ahead with your car lights.  The more you go, the more the road is revealed to you.  Go as far as you can see, and then you will see further.

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Thought For The Day

Our dreams do not keep waiting for us indefinitely.

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Linking Pay To Performance

Do your employees believe they get payed to show up or perform?  Most employees perceive their compensation as an exchange for the time they put into the job: "I show up for work and you pay me for my time."  If that's the perception of compensation in your organization, then that's what you're getting in return: time, not performance.  If compensation is perceived as not linked to performance, do everything in your power to establish that link.  Then watch employee performance levels rise.

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Raising The Performance Bar

High-performance organizations are continually raising the bar for all their employees.  The sooner in one's career that performance issues are candidly addressed, the better for all concerned.  But even the most explicit action plans will fail if managers are not compelled to carry them out.  Managers should be held accountable for building strong talented teams; carrying out the actions to improve or remove C-performers should be an explicit part of that.

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Developing Your People

Most organizations don't articulate what actions will be taken regarding an employee's performance.  They don't decide what will be done in the coming year to advance, develop, reward, demote, or replace each employee.  What about your organization?

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