Talent Niche’s Post

Perception Management - Talent Retention Strategy In the current challenging business landscape, organizations are grappling with tough decisions due to the significant increase in fuel prices. This surge is adversely affecting employee standards of living, organization profit margins, and transportation costs. Some companies are facing closures, others are merging, and a few are persevering amidst the turmoil. However, amidst these challenges, it is crucial for management not to overlook the importance of their employees, who serve as the backbone of the organization. It is disheartening that some management teams have not adequately addressed the impact of the fuel price hike and rising living costs on their workforce. This lack of communication may lead employees to believe that the management is indifferent or unaffected by these issues, when in reality, the management may be struggling to maintain profitability. This silence could have detrimental effects on talent retention within the organization. Engaging with employees during these trying times can instill hope, rekindle commitment, and potentially prevent valuable talent from seeking opportunities elsewhere. Implementing strategies such as increasing 1. Remote work days, 2. Providing staff transportation services, 3. Negotiating with transportation companies for employee commute, and 4. Offering monthly palliative measures to offset the effects of the fuel price increase ...can help renew employee loyalty and commitment to the organization. Organizations must recognize that failure to address these critical issues may result in talent drain, high attrition rates, and a disengaged workforce. Proactively managing employee concerns and needs can mitigate the negative impact of the rising cost of living, fostering a more resilient and dedicated workforce. #workforce #employees #staff #strategy #rentention #organisation #Nigeria #remote #negotiation #talent #management

$1.9 trilion - that's the value of productivity lost in 2023 caused by disgruntled employees. That's trillion, with a 'T'. It's a hard figure to ignore, and it begs the question - what's driving this mass exodus? That's from a stat recently published by Gallup and covered in a Bloomberg News article called "Unhappy Workers Cost US Firms $1.9 Trillion" by Charlotte Hampton on how employees are checking out of work in droves. Employee engagement and job satisfaction have never been more critical. Today's disillusionment at work is a wakeup call for leaders to step up their game. The cost isn't just financial. The ripple effects of a dissatisfied workforce extend to customer satisfaction, innovation, and brand reputation. In essence, when employees quit, businesses lose more than just manpower. So, what can leaders do to counter this? 1. Foster a positive workplace culture: Employees crave a sense of belonging. A culture that values every team member fosters increased satisfaction and productivity. 2. Encourage open communication: Foster an environment where feedback is welcome and concerns are addressed promptly. Transparency builds trust. 3. Invest in professional development: Show your commitment to your employees' growth. Offering opportunities for learning and advancement shows employees that you value their future. 4. Prioritize work-life balance: In our hyper-connected world, it's easy to blur the boundaries. It’s crucial we respect the importance of time off for regeneration and balance. ✅ Want an easy way to start correcting all of this? Standardize your check-in meetings! 1:1 check-ins with your direct reports and a team huddle. Same times every week and set the 4 topics above as a recurring check-in item at least monthly. Have you done everything possible to retain your talent and boost satisfaction? 👈 Don't let this be an open question the next time someone on your team quits or fizzles out. The time for change is now and YOU are in control. This is our jam at Lever Talent, Inc. DM me if you want advice or a hand in tackling this. ⚡️ #Performance #Culture #Leadership #HumanResources #Transformation

The Hidden Costs of Stagnation: Why Employee Growth Matters In today’s fast-paced business environment, the ability to adapt and grow is crucial for both individuals and organizations. However, many companies overlook a critical factor: the growth opportunities available to their employees. Research shows that employees who feel they cannot develop within their company are 40% less likely to embrace challenges and persevere through difficulties. Even more concerning, they are 12 times more likely to leave. This lack of growth not only diminishes motivation and loyalty but also impacts overall productivity and team morale. When employees feel stagnant, the ripple effects can be profound. They may lose their drive, become disengaged, and ultimately seek opportunities elsewhere. This turnover can be costly, both in terms of lost talent and the resources needed to recruit and train new hires. Creating a learning culture within your organization can mitigate these risks. By fostering an environment where continuous development is encouraged and supported, you can enhance employee satisfaction, retention, and performance. Interested in transforming your company culture? Schedule a free consultation call with us today to learn how you can create a thriving, growth-oriented workplace. Let’s work together to build a future where your employees and your business can flourish. 🌟 #Leadership #BusinessGrowth #LearningCulture #EmployeeEngagement #CompanyCulture

Addressing Attrition in Organizations: Real Testimonials and Proven Strategies Attrition is a challenge many organizations face, but it's not insurmountable. Recently, I gathered insights from professionals who successfully navigated this issue. Here’s a synthesis of their experiences and advice: 1. Cultivate a Positive Culture: "We focused on building a supportive and inclusive work environment. Regular feedback sessions and recognition programs made our employees feel valued and heard." - Sarah M., HR Manager 2. Offer Growth Opportunities: "Investing in employee development through training and clear career paths was a game-changer. It not only improved skills but also boosted morale and retention." - John L., Talent Development Specialist 3. Foster Work-Life Balance: "Implementing flexible working hours and promoting a healthy work-life balance reduced burnout and increased overall satisfaction." - Emily R., Project Manager 4. Enhance Compensation and Benefits: "We reviewed our compensation packages to ensure they were competitive and aligned with industry standards. This, along with comprehensive benefits, helped retain our top talent." - Michael T., CFO 5. Strengthen Leadership: "Leadership development programs equipped our managers with the skills to lead effectively and empathetically, creating a more engaged and committed workforce." - Jessica W., Organizational Development Consultant These testimonials highlight the importance of a holistic approach to employee retention. By addressing cultural, developmental, and managerial aspects, organizations can significantly reduce attrition and create a thriving workplace. 🔗 #EmployeeRetention #HR #WorkplaceCulture #LeadershipDevelopment #CareerGrowth #WorkLifeBalance #TalentManagement #EmployeeEngagement #HRStrategy #OrganizationalDevelopment #EmployeeExperience #RetentionStrategies

According to Korn Ferry's Workforce 2024 Report the bleeding from high turnover has slowed. The advantages that employees have experienced over the past 4 years is slipping away. Why should #employers not get too comfortable with this? Because employee #motivation continues to be a big concern and will likely become an even bigger challenge as employees feel as if they are trapped in jobs they do not want. What should employers do to nurture motivation in their employees? - Provide ample opportunity for autonomy - keep remote work or at least hybrid work models as part of your strategy - Invest in your employees' skills - technical, communication, and leadership skills; not investing in their development is a strike against the employer and leaders/teams will have a hard time improving #KPI's and efficiency - Take the time (yes, time) to understand an employee's #purpose for/at work and figure out a way to align that purpose with departmental purpose and organizational purpose; without this alignment motivation will be almost non-existent - Implement supportive #accountability - I say supportive because authoritative accountability is a thing of the past; ask the employee if they can figure out what they need to improve on and if they know what it is, figure out a way to support them by finding out what they need to make that improvement; if they don't know what they need to improve, well...tell them - just don't be a jerk about it, be relatable, and again find a way to support them #psychologicalsafety #motivation #growthmindset #employeeengagement #globalleadership #globalteams

🔦 How do we attract the right people and naturally repel the wrong ones? This question has been on our minds a lot recently. It's challenging to keep the right talent engaged and happy. Bonuses, pay, work benefits, insurance, remote work options, and culture all play vital roles. But there's one thing money can’t buy that keeps employees committed and passionate: ❤️ Empowerment. When employees feel they are truly part of the company, their opinions matter, and they have the autonomy to think, choose, and initiate solutions, they stay and thrive. Imagine a workplace where employees are not afraid to challenge the status quo and are driven to do amazing things because they want to, not just because they have to. What would happen if we embraced this mindset? One key approach, inspired by Steven Covey, author of "The 7 Habits of Highly Effective People," is to "Begin with the End in Mind." Encourage employees to envision their goals and empower them to find their own paths to achieve those goals. This fosters a sense of ownership and commitment to the organization's success. Here are the top 3 transformations we’ve helped our clients achieve: 1. Shifting from a blame culture to a culture of solution-creation. 2. Encouraging proactive problem-solving and innovation. 3. Building a supportive environment where employees feel valued and empowered. It's not easy, but the results are worth it. Let’s create workplaces where empowerment leads to extraordinary achievements. #Leadership #EmployeeEngagement #Empowerment #WorkCulture #Innovation #StevenCovey #Success #TeamBuilding #HR #RemoteWork #Motivation #Inspiration #WorkplaceTransformation

How do we bring our people together?

In times of crisis, it's not uncommon for companies to resort to doing more with less, often leading to tough decisions like lay-offs. 😓 While these measures may seem necessary for short-term survival, it's crucial to consider the long-term implications on employee morale, productivity, and ultimately, the company's success. Poor decisions made by senior leadership also shouldn't mean cutting staff is the only solution. Instead, it's an opportunity for leaders to reassess priorities and invest in the core of their organisation—their people. Investing in employee wellbeing and development isn't just a compassionate choice—it's a strategic one. Here's why: 🔍 Resilient Workforce: Supportive environments breed resilience. Investing in mental health resources and skill enhancement empowers employees to thrive in adversity. 📈 Enhanced Productivity: Happy, engaged employees drive innovation and productivity. Training and career growth opportunities fuel this momentum. 🤝 Talent Retention: Lay-offs erode loyalty. Prioritizing employee growth strengthens retention rates and reduces turnover costs. 🌐 Positive Brand Image: Stakeholders value companies that value their employees. Investing in wellbeing builds trust and loyalty, enhancing brand reputation. As leaders, it's time to shift our focus from short-term fixes to long-term sustainability. By investing in our most valuable asset—our people—we not only promote growth within our organisations but also contribute to a more prosperous and resilient future for all. Image Credit: Work Chronicles #EmployeeWellbeing #SustainableSuccess #LeadershipDevelopment

People Vs Profit? “A Question that Requires An answer” In every organization, it is crucial to recognize that people are the heart and soul of its success. Valuing and investing in the well-being, growth, and development of your employees will not only lead to a more motivated and loyal workforce but also drive long-term profitability and sustainability. In the complex landscape of modern business, the interplay between people and profit is a central concern for organizations. It is essential for companies to acknowledge that their success hinges on the collective efforts and dedication of their employees. People are not merely resources but vital contributors who bring innovation, creativity, and unique perspectives to the table. Fostering a culture that values and respects individuals not only boosts morale but also enhances productivity and overall performance. Organizations that genuinely prioritize their people understand that investing in employee well-being and growth yields numerous benefits. Providing a supportive work environment, offering competitive compensation, and promoting a healthy work-life balance not only attract top talent but also lead to higher employee satisfaction and retention rates. When employees feel valued and cared for, they are more likely to go above and beyond in their roles, resulting in increased efficiency and quality of work. Moreover, bringing up employee development through training and learning opportunities leads to a more skilled workforce, which, in turn, drives innovation and adaptability. By empowering employees to acquire new skills and knowledge, organizations equip themselves to navigate the ever-changing business landscape and stay ahead of the competition. While prioritizing people within an organization is paramount, it is also crucial to strike a balance with the pursuit of profit. Sustainable profitability ensures the longevity of the company and its ability to continue providing value to employees, customers, and stakeholders. Responsible financial management allows organizations to weather economic uncertainties, invest in technological advancements, and expand their operations, leading to potential growth opportunities and increased job security for their workforce. In summary, the division between people and profit is a false one. Successful organizations recognize that these two aspects are interdependent, and prioritizing people within the organization ultimately contributes to achieving and sustaining profitability. By encouraging a culture that places employees at the center of its operations, valuing their well-being, and promoting professional development, organizations can create a virtuous cycle of mutual benefit, where engaged and motivated employees drive the company's success, ensuring a bright and prosperous future for all stakeholders involved. ✍️ Hassan Ahmed Mohamoud #HR #Question #peoplefirst #people #first #organization #profit #target

The workplace is often viewed through a lens of productivity and output. Employees are seen as cogs in a machine, each performing tasks essential to the larger system. Yet, this view is inherently limiting. It overlooks the fact that every employee is first and foremost a human being—complex, valuable, and deserving of investment beyond their job description. Traditional leadership has focused on supporting employees in completing tasks, meeting quotas, and driving results. While effective in the short term, this narrow approach misses a crucial opportunity: to empower individuals not just as workers, but as people. When leaders embrace a human-centered approach, they unlock potential that benefits not only the organization but the individual’s entire life. This is the key to addressing challenges like high turnover, disengagement, and stagnant culture. Leaders must meet employees where they are, seeking to understand their unique capabilities, goals, and needs. From there, leadership must shift from equality—treating everyone the same—to equity, tailoring support to help each person thrive. Investing in employees as whole individuals means providing opportunities for skill-building, knowledge-sharing, and personal growth. It means creating environments where employees feel psychologically safe to express themselves, take risks, and grow. This holistic approach fosters loyalty, adaptability, and a culture of continuous improvement that outlasts any one individual’s tenure. True leadership is about more than achieving results. It is about transforming lives—empowering people to succeed not just within the company, but in every aspect of their journey. This is the leadership that builds stronger organizations, happier employees, and a brighter future for all.