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Fourteen Interview Questions to Help You Hire Your Next Innovator

Fourteen Interview Questions to Help You Hire Your Next Innovator | Business Brainpower with the Human Touch | Scoop.it

Innovation often comes from having an eclectic approach. It’s less about expertise and more about minds that can think through details while focusing on the bigger picture. It’s about having an aptitude for both the qualitative and the quantitative. It’s also about the ability to mesh a wild idea with reality, and the fortitude to bring it to market.


The potential for innovation in your company increases when you have employees who demonstrate unrestrained thinking and the ability to connect seemingly disparate ideas. Is it possible to identify the people with these capabilities during a first interview? Absolutely—if you know what you look for and if you’re armed with the right questions.

Vicki Kossoff @ The Learning Factor's insight:

Find out before it’s too late if you’re recruiting a trailblazer or an imposter.

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Happy Employees = Hefty Profits

Happy Employees = Hefty Profits | Business Brainpower with the Human Touch | Scoop.it

It’s something I simply feel after being in the business of talent management for several years. And while my conclusion may be subjective, there’s plenty of hard evidence that shows that happy employees lead directly to better performance and higher profits. Last year revenues increased by an average of 22.2 percent for the 2014 Fortune 100 Best Companies to Work For. And according to the Bureau of Labor Statistics, these same companies added new employees at rate that was five times higher than the national average.

Vicki Kossoff @ The Learning Factor's insight:

The level of employee engagement, warmth and sense of a shared purpose is palpable.

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What Every Leader Must Know About Personal Development

What Every Leader Must Know About Personal Development | Business Brainpower with the Human Touch | Scoop.it

What matters is realising that the reason you were born is to become the best human being you can possibly be. Personal development is not a tool for reaching a bigger goal. Becoming a complete human being is already the biggest and most noble goal you can aspire to.


Personal development is not a tool for reaching a bigger goal. Becoming a complete human being is already the biggest and most noble goal you can aspire to.

Vicki Kossoff @ The Learning Factor's insight:

Whether you call it personal development, personal growth, self-actualisation, self-transcendence, or spirituality does not matter. What matters is realising that the reason you were born is to become the best human being you can possibly be.

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Calculating the Tremendous Dollar Value of a Top-performing or Innovative Employee

Calculating the Tremendous Dollar Value of a Top-performing or Innovative Employee | Business Brainpower with the Human Touch | Scoop.it

There are seven steps in the process for calculating the top-performer multiplier.

Step I — Begin by working with the king of metrics


Before you begin putting a dollar value on top-performing employees, consult with the CFO’s office (the undisputed king of metrics) with the goal of getting them to partner with you throughout the calculation process. With their help, you can not only avoid any major calculation errors but you can also use their credibility in order to avoid any future criticism from other executives. For similar reasons, including the COO’s office in the process is also a good idea.

Vicki Kossoff @ The Learning Factor's insight:

Unfortunately in the corporate world, the HR function has failed to come up with a credible method for quantifying the “performance differential” between an average employee and a top performer in the same job.

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It's Been a Tough Year for Employees Too

It's Been a Tough Year for Employees Too | Business Brainpower with the Human Touch | Scoop.it

While times may still be tough at many of the nation's small businesses, more of them still plan to shell out for holiday parties and year-end gifts than in previous years. 

According to a new Career Building survey, 59% of businesses are planning to host a holiday party this year, and 45 percent will be handing out year-end bonuses. If you're sitting on a few extra pennies this year, and you want to show your employees some love, here are some dos and dont's

Vicki Kossoff @ The Learning Factor's insight:

Most companies plan to throw holiday parties and some will dish out year-end bonuses. Here's how to pull off either without a hitch.

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How to Rebuild Employee Trust During Hardship

How to Rebuild Employee Trust During Hardship | Business Brainpower with the Human Touch | Scoop.it

The first step is to acknowledge the changes that have happened and the impact of those changes with the remaining employees. When there are major organisational changes, the change is either perceived as an opportunity (by those benefiting from the changes), or a loss (by those burdened by the changes).


The second step is for leaders to address the impact and the loss that people feel and provide safe, constructive forums for employees to express their concerns, fear and anxiety (what keeps them up at night) regarding those changes.


When key business decisions are made (particularly those that affect employees’ jobs (and lives), people have a need to talk. Unless leaders provide constructive venues for employees to dialogue with them about the changes and their impact, employees will talk anyway, usually via the grapevine and the rumour mill. And, when they do not have full information about the changes, people will make it up- and it is rarely accurate or positive!

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What the Seinfeld Actors Can Teach You About Hiring. No Joke

What the Seinfeld Actors Can Teach You About Hiring. No Joke | Business Brainpower with the Human Touch | Scoop.it

Recent research says that the number of engaged employees those who are involved and enthusiastic contributors in the workplace is trending upward somewhat from 2009, which should be good news for businesses. Gallup surveys have long shown that companies with higher percentages of engaged employees grow faster and are more profitable than those that don't.


The trouble is, however that how engaged your employees are depends as much on each individual’s unique perspective as it does with any of your efforts to create a supportive environment. In other words, what looks like an exciting initiative for employee engagement to some might represent threat, difficulty, or uncertainty to others. Opportunity is in the eye of the beholder.

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Need to Cut Payroll? Here's a Painless Solution

Need to Cut Payroll? Here's a Painless Solution | Business Brainpower with the Human Touch | Scoop.it
Vicki Kossoff @ The Learning Factor's insight:

Are you running a technology business? Or do you have tech people on staff? Tech people aren't cheap, and there can be demand for certain  skills can be high. Every business would love to have a loyal, hardworking, skilled set of tech workers for less money than they currently have, right? How can you do this? Telecommuting.


A new study by GetVOIP says that, on average, tech workers would be willing to take a 7.9 percent pay cut in order to have the privilege of working from home.

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Managers: How well are you connecting?

Managers: How well are you connecting? | Business Brainpower with the Human Touch | Scoop.it
Vicki Kossoff @ The Learning Factor's insight:

Earlier this year, I received two wake-up calls.


First, I learned that a long-time colleague is a very accomplished saxophonist. I had no idea of his interest in music, despite numerous interactions over several years. I was completely clueless about something really important to this individual.


Then, I discovered a neighbor had given birth to twins prematurely. I hadn’t even known this gal was pregnant and was mortified to learn she and her husband had been spending every spare moment in the NICU for eight weeks, without any support from neighbors to help with dog-walking, errands, and cooking. In the winter, people often pull into their garages at the end of the business day and don’t emerge except to shovel snow from sidewalks or get the mail. Unless you make an effort, it’s possible to go from October to April without a neighborly conversation (as in this case).


These two incidents got me thinking. I consider myself a connected person, who is interested in the “whole individual,” not just the work a person produces. I care about people’s well-being. I want to hear about the aging parent dilemmas. Children’s activities. The upcoming triathlon. The oil painting hobby.


Some employees openly volunteer personal information like this. Others hold it tightly, so you’d never know unless you asked the right questions on a day they feel like sharing.

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Exit interviews show top 10 reasons why employees quit

Exit interviews show top 10 reasons why employees quit | Business Brainpower with the Human Touch | Scoop.it
Ask employers why people quit a company and 9 out of 10 will tell you it’s about the money. Ask employees the same question and you’ll get a whole different story.
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Mind Reading 101: The 10 Questions You Need To Ask Your Team Every Week

Mind Reading 101: The 10 Questions You Need To Ask Your Team Every Week | Business Brainpower with the Human Touch | Scoop.it

I have found that regularly asking questions is an agile and lightweight way of keeping up with what’s really going on. Answers become conversations about what is most essential and meaningful for the team and the company, and those conversations transform into action.

 

The first place to start is by asking the right questions. Here are some of the best I’ve found:

1. What’s going well in your role? Any wins (big or small) this week?


This is a great place to start. Employees get to celebrate and even brag a little about all the positive stuff that happened that week by simply answering that question.


Vicki Kossoff @ The Learning Factor's insight:

The quickest way to overcome challenges and get unstuck is to say, “I’m stuck!” When we can identify where we’re stuck and then bring someone else’s attention to the challenge at hand.

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Brian Martin's curator insight, January 22, 8:47 AM

10 great questions for every leader's tool kit to help foster teamwork, engagement, and innovation.  Use the questions individually, or bring them into team meetings. 

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7 Ways Leaders Maintain Their Composure in Difficult Times

7 Ways Leaders Maintain Their Composure in Difficult Times | Business Brainpower with the Human Touch | Scoop.it

Leaders need to show more composure than ever before in the workplace. With the change management requirements, increased marketplace demands and intensifying competitive factors that surround us, leaders must have greater poise, agility and patience to minimise the impact of uncertainty.   How leaders respond to these and other growing pressures is an indicator of their leadership preparedness, maturity and acumen.

Vicki Kossoff @ The Learning Factor's insight:

How leaders respond to these and other growing pressures is an indicator of their leadership preparedness, maturity and acumen.

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Fire 'Em Up! 5 Simple Steps to Inspire Your Employees

Fire 'Em Up! 5 Simple Steps to Inspire Your Employees | Business Brainpower with the Human Touch | Scoop.it

Here's a simple truth: really inspired employees get a lot more done for your business and for your customers than employees who don't really care about the job they do. Uninspired employees don't necessarily telegraph the full extent of their disengagement, but that doesn't mean they don't pose a huge problem for American businesses today.

Vicki Kossoff @ The Learning Factor's insight:

They won't admit it, but a solid majority of workers are disengaged. But a smart boss can motivate workers to really lean in.

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2014: The Year Social HR Matters

2014: The Year Social HR Matters | Business Brainpower with the Human Touch | Scoop.it

In 2013, organisations finally began in earnest to integrate social technologies into recruitment, development and engagement practices. In 2014, this social integration will become the status quo.


The digital immigrants have now caught up to the digital natives – we are now all digital citizens. The fastest growing demographic on Google+ is 45-54 and on Twitter it is 55-64!


And it’s a good thing that baby boomers and other older generations have embraced these tools, because using social media inside companies will be increasingly important in 2014 and beyond.

Vicki Kossoff @ The Learning Factor's insight:

In 2013, organisations finally began in earnest to integrate social technologies into recruitment, development and engagement practices. In 2014, this social integration will become the status quo.

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Employee Engagement Survey: Engaging Employees for Happier Companies

Employee Engagement Survey: Engaging Employees for Happier Companies | Business Brainpower with the Human Touch | Scoop.it

The role of co-workers in employee happiness continues to grow along with the need for increased transparency. Investors and efficient capital markets demand transparency and employees want the same from their leaders. An important part of transparency, is the communication and understanding of the company’s vision, mission, and values.


As the workplace becomes increasingly flat and decentralised, this puts a premium on stronger employee-to-employee relationships. HR and team leaders must prioritise recruiting talent that is collaborative and team-oriented.

Vicki Kossoff @ The Learning Factor's insight:

Management transparency is the top factor when determining employee happiness. This finding surprised us too, with management transparency coming in at an extremely high correlation coefficient of .93 with employee happiness.

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CATHLEEN SLONE's curator insight, December 12, 2013 11:02 AM

Employee Engagement Survey: Engaging Employees for Happier Companies | #iinov8u #careers #engagement 

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13 Traits of an Outstanding Salesperson

13 Traits of an Outstanding Salesperson | Business Brainpower with the Human Touch | Scoop.it

We asked 13 founders from the Young Entrepreneur Council to identify which single quality they feel guarantees a potential sales hire's success--tenacity? Likability? ...Laziness? Some of their answers, below, might surprise you.


1. A Hunter's Mentality


We want someone who is going to get excited about "the big fish"--someone who will prepare endlessly and wade through a lot of information, contacts and leads in order to put themselves in a position to land as many big accounts as possible. That kind of drive pushes them to never rest on their laurels and always look for the next big thing.

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Monika D'Agostino's curator insight, October 17, 2013 10:21 AM

Especially love the Discipline to Follow-Up.

Marty Wolff's curator insight, October 19, 2013 6:12 PM

Talk about conflicting thoughts! Message really is bring on the salesperson that fits your culture, business development structure and growth and/or retention goals.

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10 Reasons Your Top Talent Will Leave You

10 Reasons Your Top Talent Will Leave You | Business Brainpower with the Human Touch | Scoop.it
Vicki Kossoff @ The Learning Factor's insight:

Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures.

With all the emphasis on leadership development, I always find it interesting so many companies seem to struggle with being able to retain their top talent. In today’s column, I’ll share some research, observations, and insights on how to stop the talent door from revolving.

Ask any CEO if they have a process for retaining and developing talent and they’ll quickly answer in the affirmative. They immediately launch into a series of soundbites about the quality of their talent initiatives, the number of high-potentials in the nine box, blah, blah, blah. As with most things in the corporate world, there is too much process built upon theory and not nearly enough practice built on experience.

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Barbara Preyssas's curator insight, October 11, 2013 6:20 AM

Ok, so it's not quite Sensory Emotions - but it's really interesting anyway :)

Brian Martin's curator insight, October 11, 2013 12:05 PM

A great reminder for Leaders and HR Departments everywhere.

Russ Bergeman's curator insight, October 11, 2013 1:35 PM

Retaining good and talented employees requires maximizing their full performance potential. This is not only good for employee retention, it is also good for the overall performance of the organization. 

 

This article makes some great points about why people leave organizations.

 

It all starts with establishing and communicating an organizational culture, then hiring people who fit into and will perpetuate the culture. This is only possible when leaders have a solid understanding of what motivates and what demotivates their people. Without this understanding, it is nearly impossible to get the most out of people.

 

Russ

russ@theemployersedge.com

www.theemployersedge.com

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Got the Sunday Blues? 7 Signs it's Time to Leave Your Job

Got the Sunday Blues? 7 Signs it's Time to Leave Your Job | Business Brainpower with the Human Touch | Scoop.it
Vicki Kossoff @ The Learning Factor's insight:

t’s Sunday night, but instead of getting amped to catch a new episode of Breaking Bad, you’re just feeling the impending doom of the work week to come.  


Your job—the one you once saw as an exciting leg up on a promising career path—now seems like a rut that your feet are glued to, rather than a career-propelling rung into that corner office.


But with a staggering amount of employees unhappy over their current gigs. A Workforce survey found that 70% of workers are either “not engaged” or “actively disengaged” from a job—how do you know if it’s just a bad week or a larger problem?

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How To Accelerate Social Business Using Employee Advocates

How To Accelerate Social Business Using Employee Advocates | Business Brainpower with the Human Touch | Scoop.it

While most social business efforts generally focus from the outset on gaining adoption — the initial strategies for which are now increasingly well-understood — most organizations greatly under-leverage one of the very best and most accessible resources for achieving high levels of traction in their efforts. Although it’s now largely appreciated that community managers form the operational and strategic backbone of social media-powered business environments and processes, they are just one set of a company’s stakeholders which must be well-connected in an integral fashion in the social business.


We now fully realize that one of the most vital group stakeholders in a social business are the workers of the organization itself.

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