Talent Management

Personalized Onboarding

Personalized Onboarding

Revamping Your Onboarding Process to Engage and Retain New Hires

You might not remember exactly how you felt as a shiny new hire arriving on your first day of work. But it probably involved some mixture of excitement, eagerness, and high anxiety—the same feelings all those new professionals feel today as they arrive at your firm’s doorstep. Research has shown that what happens immediately after these nervous newcomers arrive can significantly impact their futures—including how long they stay.

Motivational Vision

Motivational Vision

Using Vision to Inspire Ideal Possible Selves

In 2013 Robert Iger, CEO of the Walt Disney Company, signed his very last contract. The document stated that he was to step down as chief executive and chairman in June, 2016. Thomas O. Staggs was expected to take his place. In April of 2016, however, Staggs, abruptly changed his mind; he did not want to become Disney's next CEO after all.

Building a Vision

Building a Vision

A Vibrant Vision for Your Organization

An organization that many of you are probably familiar with communicates the following vision statement on its website. As you read it, consider what organization you think it might be.

“Our vision is to be earth's most customer-centric company; to build a place where people can come to find and discover anything they might want to buy online.” 

Does any organization jump out at you? 

Tone of Voice Matters

Tone of Voice Matters

Is Your Tone of Voice Making Your Employees Feel Unsafe?

Employees feel safe when they feel like their mistakes aren’t held against them, when they can talk about tough issues, take risks, and ask for help without being rejected or undermined. Employees feel safe when their unique skills and talents are valued. According to research by Professor Amy Edmundson at Harvard Business School, when employees feel safe they perform better than when they feel unsafe, in part because they learn better (1999)...

Managing Millennials

Managing Millennials

Making the Most of a Growing Millennial Workforce

Employers and human resources professionals have recently turned their attention towards the pressing issue around attracting, engaging, and retaining talent from the ever-growing Millennial workforce. It is apparent that these issues are not going away anytime soon; demographic data indicates that Millennials are currently on track to account for over half of the U.S. workforce in the upcoming years...

 

Detoxify Relationships at Work

Detoxify Relationships at Work

Re-crafting Your Job Description and Your Relationships

Have you ever worked with people who have an uncanny ability to quickly form deep and lasting bonds with the people they work with? To the rest of us it seems like some sort of magic. What’s their trick? Cookies? Compliments? Christmas Cards? Most people, at least sometimes, struggle with work relationships that are tainted with mistrust, undermining, and exclusionary behavior. Bad relationships not only hurt, but they also waste time and resources and while distracting us from doing our best work and advancing our careers...

Strength-Based Climate

Strength-Based Climate

Are You Putting Your Strengths To Work?

Think about your current workplace. Ask yourself: Every week, do I set goals and expectations based on my strengths? Can I name the strengths of people I work with? In the last three months, have my supervisor and I had a meaningful discussion about my strengths? Is my organization committed to building the strengths of each associate (Rutigliano, 2011)? 

Friendship in the Workplace

Friendship in the Workplace

Can Friends Buffer Us Against Burnout?

It is of no surprise that when the demands we feel at work are not met with the necessary resources to accomplish our tasks, we feel anxious, stressed, and are more likely to reach burnout. The impact of job demands on levels of burnout are powerful, and in these cases it’s important that we know where to turn in an attempt to buffer these effects. Fortunately, according to the buffer hypothesis, the negative effects of high job demands on well-being can be moderated by a variety of resources, one of them being social support and high-quality relationships (Bakker & Demerouti, 2007).

Strength-Based Strategy

Strength-Based Strategy

What's a Strength Based Business Strategy All About?

Jack Welch, former CEO of General Electric (GE), was highlighted on an episode of CNBC Titans in 2010. During the one-hour episode, Jack Welch said that he only wanted GE to keep the products and services that were number one or two in the market; the rest of the products and services would be sold to other companies. In other words, he wanted GE to focus on the products and services it was great at creating and selling, demonstrating a strength-based strategy...

Let's Talk Strengths

Let's Talk Strengths

Why You Should Talk To Your Employees About Their Strengths

You may have heard that employees who use their strengths in their work are generally more engaged, more productive, and have higher subjective well-being than those who don’t. You may also have heard that they have lower rates of absenteeism, and less frequent turnover (Woerkon & Meyers, 2015; Woerkom et al., 2015). According to the 2015 Strengths at Work survey, 5 out of 10 employees assert that they have a chance to do what they do best each day, and 56% of people surveyed could name their top 5 strengths...

Strength-Based Interventions

Strength-Based Interventions

Putting Your Strengths to Use

Engaging one’s strength at work has surprising benefits for personal well-being and also productivity (Haszer & Ruch, 2015). Our strengths are salient aspects of who we are, showing themselves in our feelings, thoughts, and behaviors in various contexts. Additionally, capitalizing on our strengths at work can support us in achieving positive outcomes in the workplace (Quinlan, Swain, Vella-Brodrick, 2012).  

Know Thyself

Know Thyself

From Knowing to Doing

The ancient Greek principle of “Know Thyself” is only significant as long as you actually use the knowledge you gain about yourself. Knowing your strengths but not putting them to use is like owning a car but not knowing how to drive...