WE’VE ALL BEEN THERE. We’ve all felt the uncertainty at some point in our careers. What’s next for me? What happens if the company were to close? Who is taking over after our owner retires? There seems to be so much ambiguity and maybe even some assumptions. But it’s all speculation. Because no one is actually talking about it. It’s unclear and it’s frustrating. But you’re not alone. Companies every day struggle to put together a future picture. A plan for succession.Read More›
If you do research on how to create an individual development plan (IDP), you’ll probably notice that the advice you find is typically offered to a leader or manager, helping to develop an IDP for their employee.
They all start with the notion that first, you should know where the business is going and then talk with your employee about the future. Next, it’ll walk you through determining what the person is missing (gap analysis). Finally, it ends with creating a training plan and applying it. You might even find some lists that have a few more steps, but the majority contain at least those steps.
But why wait for your manager to create an Individual Development Plan?
Managers are busy. Sometimes they are lucky to get 1:1 meetings done, let alone helping someone write a plan to develop their career. So our advice? Take your future into your own hands and get started.Read More›
Why should you develop high potential employees? This seems like a ridiculous question. Isn’t it obvious why you should develop your high potentials? Yet so many companies take their high potentials for granted. It’s easy to do. Think about these individuals in your organization. They often outwork their peers, get along well with others and, usually, if they want or need to learn something, they’ll take it upon themselves to figure it out. They ask the right questions, don’t create drama, and are all-in. Let’s call them our HPs.Read More›
As a supervisor, giving an employee evaluation can be dreadful. You start by staring at yet another blank form. You go through each performance category, carefully marking your choice of below average, average, or above average. And when done, you recheck your responses, making sure that the report is “balanced.” Too many low marks, and your employee might be upset. Too many high and there is nowhere to aspire. What is the answer? Rank the employee in the middle…the sweet spot! Not hanging back, not showing off. The solution is average.Read More›
Your talent is going to walk out. Let’s talk about how to save your workforce.
You’re about to lose 40% of your workforce. Yep, we said it. That’s awfully close to HALF! Over recent years, we’ve seen many Baby Boomers retire. Waved goodbye as they took their knowledge and expertise out the door with them. As of December 2018, 39.2% of people in the US workforce were aged 55 or older. Traditionally, most people retire in their early to mid-60s. So what does this say for your company in the next 5-10 years?Read More›
Consider this all-too-familiar scenario: You’re driving to work behind an SUV that abruptly stops before an intersection. No turn signal, no warning. Just stops in the middle of the street. How inconsiderate! You could have wrecked! So you lay on the horn, angry and flustered, yelling a few choice words.Read More›
Why do we micromanage? It may not always be intentional, but for some of us, it just seems to happen.Read More›
Do you remember Candyland? You know, the board game with the colorful slides and lollipops. Many of us played it as kids…but have you ever played it as an adult with a toddler? Typically, they start the game off really strong, making sure they are counting the colors on the cards, paying attention to where they are at on the board, and working really hard on not cheating.Read More›