This is a guest post by Andi Simon, author of On the Brink: A Fresh Lens to Take Your Business to New Heights. As a team leader, you are the first defense against a toxic culture. If you sense that conflict is becoming the norm, that employees are no longer working well together, that employees are overwhelmed
71 percent of employees are searching for a new job, and with there being more job openings than people out of work, your employees (especially the top performers) have their pick of jobs. Holding on to them should be a top priority for you. However, the key to retaining them may not be what you think.
This is a guest post by Piyush Patel, author of Lead Your Tribe, Love Your Work. There are plenty of studies to put numbers behind the costs of letting someone go. The Society for Human Resource Management, for example, indicates those costs to be as high as 50% to 60% of the employee’s annual salary. What
Why do you hire new employees? Ok, this seems like an obvious question, and no, it isn’t a trick. We hire people because we have assignments that need to be completed, sales to be made, and products to be created, manufactured, shipped and billed. We hire people because we’re growing and because other people leave.
There is a difference between what we can control and what we can merely influence. Sometimes we get the two mixed up, and it leads to major headaches. Take elections, for example. There’s no question that voting is a civic responsibility, but your vote doesn’t control who gets elected. It does influence who represents you, however. The same
I don’t think firing employees comes naturally to anyone. Many new leaders avoid making this tough call. But keeping a poor performer on staff is detrimental to your bottom line as well as your team’s productivity and morale. Your staff knows when a teammate isn’t pulling his or her own weight, and that can lead
Engaging conversation with your employees does more than just provide you with something interesting to talk about. Each time you dive into an insightful conversation, you are building rapport, understanding and trust with employees. Your relationship improves, and with it, so does employee collaboration, cooperation, performance, motivation, engagement, morale and more. Conversation, even seemingly casual
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