High potential employees are the ones who are able and willing to contribute the most to the company. These are the people, whom we all love to work with because of their passion, commitment and a constant desire to level up. They push their mental and professional boundaries for their own growth, as well as the growth of the company. High potential employees have their own set of values, principles, discipline, and manner of working. They are able to give their best to the company with confidence as they are aware of their worth an asset.
However, as much as having such people on board is an asset for the company, equally high is the risk of losing such valuable talent. Therefore, leaders have a tough task of keeping these high potential employees engaged for as long as possible in the organisation.
We let our prejudgments and attributions take control of our better self and stereotype the person or a group based on that. And a lot of times, these remain with us for eternity, no matter how hard a person tries to change them. There are many other instances that happen on a daily basis that highlight these implicit biases at our workplace. Find out more…
Engaging employees in giving alone can improve your employee satisfaction scores, raise your retention levels and strengthen your employer brand. Because one of the thumb rules of employee engagement is to enable your employees to do what they hold in high regard – whether it is learning, growing or giving. Here are 7 simple ways in which you can engage your employees in giving time, money or skills.
Employer brand is a set of tangible qualities that a company possesses as an employer. It is these qualities which become the identity of the company among all those who work or intend to work in the company. Simply put, your employer brand encourages new employees to join you, remain with you and recommend you to their other colleagues. Here’s what does it take to develop a strong ‘Employer Brand’?
Indeed there’s a way to reduce the resistance of your employees towards change. This process of change management, however, needs a certain amount of thought and meticulous planning to make it happen. You need to plan it in a systematic and organised way so that the change is not just implemented but also accepted by the teams. Taking care of their needs and expectations also forms a crucial part of this whole exercise.
Irrespective of the size of your organisation, having a committed, skilled and passionate team of people is important for every business to succeed. Through many years of research, trial and error, and working with companies of all sizes in numerous industries, there are some patterns that emerge. Every employee displays some innate needs and it’s on you to understand and motivate them by catering to those needs of your biggest assets – your people. Here are some ways how you can motivate your staff at the ground level.
Talent development is most effective when various initiatives are plugged into each level in the hierarchy, thereby ensuring talent readiness at all levels. Irrespective of the talent requirements of your organisation, these 6-must-have talent development initiative can help every organisation ensure effective implementation of their talent strategy…
Each employee of the organisation and most certainly the leadership team are custodians of the company’s culture and play a key role in developing soft skills, especially people management skills in the team. Here are 5 things every manager must do to become a positive influence on their teams.
The monsoon brings with it many uncalled for circumstances which most certainly result in work disruption, no matter the size of the team or the location of the workplace. While you don’t get to decide who would be affected by it, you could definitely approach these challenges proactively. Here are 4 simple ways to avoid work disruption.
The allegedly entitled generation called millennials is probably the first one to experiment in many aspects of professional life. Their extensive reliance on technology and desire for workplace flexibility are among the leading factors. Their desire to work remotely using their personal resources often sparks a debate on are we really ready to accept the idea of flexibility at workplace? Here’s how you can adopt this practice…