Archives for March 2019

March 23, 2019 - No Comments!

Who Owns Development?

In my earlier blog post, I talked about the simple act of preparing managers to manage in order to strengthen worker engagement.  The simple part is committing to this focus.  The hard part is learning what is needed and how to move forward.

Who owns development?  Each of us decide that path and if we work with an enlightened boss, we get to discuss how to move forward that engages us personally and organizationally.  There is such a great opportunity today to turn the workplace into a learning place.  Forget hierarchy. Everyone has to be learning to compete.  My friend, Beverly Kaye talks about contemporary "lattice-like" career growth and expanding skills. Managers can be our role model here.  I suggest the following;

  • Determine what your learning plan is for 2019. (You also need to know the mission critical and prioritized business goals for the year)
  • Are you doing work that is satisfying for you and adding value? If not, what is the one thing you can do to change that?
  • Are you able to live the values that matter to you?
  • Discuss this with your peers and leadership team.  Create your company learning philosophy.  Get specific about how you support learning in your company.
  • Now take this conversation to your workers - share the philosophy.  Help them create a personalized learning plan.

This is the beginning of a strong foundation for engagement.  Not simple yet critical for you and your worker to grow and not let them go.

 

Published by: Sherry Benjamins in Employee Engagement, Management, Uncategorized

March 23, 2019 - No Comments!

Meaningful Work Produces Results – Keep Your Talent

Wouldn't it be great to fix a problem before it is a problem?  And, even better with something that is simple.  For decades we have talked about engagement and developing managers.  It seems, from a sneak preview of Gallup's new research that much has not changed. A third of workers are highly engaged.  What about the other 70%?

The study's conclusion laid out in Jim Clifton and Jim Harter's book that is to be released next month, says the overwhelming driver to sustained performance is the manager as coach.  We know that, right?  However, it is still a topic of deep conversation with my clients and colleagues about what is missing today.

I recently met with several of my clients to learn about their perspective on disruptors in their business and impact on talent.  One theme that is emerging is the need to prepare and develop managers so that they respond to fast moving changes in the business and understand what workers want today.  Workers expect to do meaningful work that supports personal growth.  They are not shy to ask for and expect this.

This goes for the new professional as well as the seasoned one.  This past week I also had three calls from accomplished professionals in HR who see limits to their own growth in their organizations and are now exploring  new opportunities.  There is a problem here that we are not solving for.  It is avoidable yet, with all the demands and accelerating pace of business, senior leaders have forgotten the reason we have growth in the first place.  Yes, you have to have a great business model and service too but it also means equally hiring,  keeping and inspiring talent.  What if you could fix your problem simply by investing in managers?  Hiring good ones matters.  As Gallup states, they are the rocket fuel of the future.

Companies that enjoy engaged workers consistently post profit gains. What is not to like about that result? It is time to go for the simple solution, before you find that 30% or more of your best talent is planning to find the next chapter of their career somewhere else.

Published by: Sherry Benjamins in Blog, Employee Engagement, Management