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›
Picture this scenario: People at work are unengaged. You can feel your direct reports whispering about you around the water cooler. Sometimes you feel walked on. And your team thinks that they can get away with anything…because you won’t do anything about it. Does any of this sound familiar?Read More›
For many companies, this time of year is budget season. I know, you’re thinking…oh joy! Don’t remind me. But we bring this up for an important reason: the development of your employees. It’s pretty easy to view employee training as an expense to be managed; as just another line item or as an area to cut to balance your budget.
But do you know the result of this mindset? It can create a reactionary culture of supervisors that wait to act until something negative happens. Or it can result in employees learning to take action after something is a problem, instead of planning to eliminate it. It can create misalignment in your company’s goals, take away from employee engagement, and bring about a culture you’re not exactly happy about.
“Having a functional training budget is a critical component to your corporate strategy.”
A comprehensive training plan and training budget should be viewed as an investment…not just as an expense. Employee training doesn’t have to be cost prohibitive. And it can provide a measurable return on investment that not only justifies, but validates the expense.Read More›
There are all kinds of studies that show the main reasons people leave their jobs. One of the top reasons in almost every study is for lack of career development. So as an employee, you might ask yourself, “Who is responsible for my career development?”Read More›
We’re always talking to company owners or department heads, and one of the most frequent statements we hear is, “Our supervisors need help.” When we ask them to be more specific, often the reply has something to do with helping them get more productivity from the teams they lead.
Our question then becomes, “So, what do you want to do about it?”Read More›
Bottlenecks. Every company has them. What we don’t think about is the cost of each and every one of them. But think about it…the time it takes to elevate decisions and get all of the information from those who know, communicate the response, and perhaps justify it, all while doing other responsibilities takes too long and can be costly. The cost is more than just time itself; it’s an increase in frustration and a decline of motivation.Read More›
Being a manager has its ups and downs. Sometimes, your team is on a roll; they’re rock stars. Things are going great. They’re following your direction and they’re hitting goals. Then you get to celebrate! Other times, nothing seems to be going right. You know you’ve got good people, but you can’t get them to follow your lead. You coach and train them several times, and while most of them catch on, there’s that one person who will continually do things his own way, despite all the time you spent training and coaching.Read More›