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At Crescent Tree Staffing, our approach is designed to provide real value and measurable cost savings. Our accountability model ensures that we don’t get paid unless you are 100% satisfied with our temporary staff. By focusing on fair pricing and sustainable growth, we help you build a team that drives long-term success, eliminating unnecessary expenses and inefficiencies. Our first white paper, Accountability in Leadership, explores how leadership accountability shapes better outcomes. You can access it here: Crescent Tree White Papers. Our upcoming paper will delve deeper into why traditional staffing models cost companies money without delivering results—and how our provider model offers a smarter, cost-effective alternative. Why pay agencies for underperforming hires when you can partner with a staffing provider committed to your success?

Many reports point to the impact managers have on company culture and employee retention, but not all is well for the front-line leadership corps. https://lnkd.in/gPwvuqPE

This article highlights key aspects to enhance employee retention, particularly focusing on talent development. The individuals you choose to lead should possess a clear vision, demonstrate exceptional character, and establish trust. Essentially, mastering the skill of leadership! A lack of integrity and trust within your organization will result in the departure of your top talent. It is crucial to nurture your leaders and their potential successors from an early stage! Find out more at https://buff.ly/3wsUbUH Ronald Woods (256) 724-2444 Leading Off: What motivates employees to stay? A leader’s guide

The Direct Link Between Leadership and Retrenchment ..#Bitter Truth Retrenchment is often a symptom of larger leadership failures within an organization. By focusing on clear vision, effective communication, and employee engagement, leaders can create a resilient workforce prepared to face challenges head-on. Ultimately, strong leadership not only minimizes the risk of layoffs but also fosters a culture of innovation and trust that drives long-term success. Unfortunately, many leaders prioritize their own growth at any cost, often neglecting the needs of their teams and the overall health of the organization.

The Leadership Lid: Elevating Hiring Managers to Attract and Retain Top Talent In the quest for organizational excellence, attracting and retaining top talent remains a primary goal. A crucial, yet often overlooked, factor in achieving this goal is the leadership quality of hiring managers. John Maxwell’s “Law of the Lid” highlights how a leader’s ability directly influences their effectiveness. By raising this leadership lid, hiring managers not only improve their hiring practices but also create an environment where top talent thrives. At Steadfast Staffing and Consulting Services, we equip hiring managers with comprehensive interview guides and leadership tools rooted in John Maxwell's principles, ensuring they can attract and retain the best talent. The Law of the Lid: Setting the Standard John Maxwell’s Law of the Lid states that a person’s leadership ability is the lid on their effectiveness. For hiring managers, this means their leadership skills directly impact their ability to attract, select, and retain top talent. 📢 A hiring manager with a high leadership lid can create a more effective hiring process, attract higher-quality candidates, and foster an environment that encourages long-term retention. 📢 #Healthcare #Bilingual #Spanish #Staffing #PatientCare #Leadership #Recruiting #SteadfastStaffing #JohnMaxwell #Retention #Hiring

" past experience does not predict future performance " So, dearest HR-people. If you can read and reflect, then give this short read some attention. It refers to promotion, but the essence relates to new hires as well. The plug & play fallacy. #Recruitment #HR #Organization #Leadership #Strategy #Promotion #Performance https://lnkd.in/drZ76tmN

Promotions should be about what employees know, not who they know. Having face time with leadership is important but it shouldn’t be the deciding factor for promotions. Employees should be rewarded based on their skills and experience, rather than how well they know the boss. It’s an age-old idea but it’s still prevalent today. Systems like TalentMapper level the playing field and give employees equity of opportunity. By hiring the best person for the role, businesses bring a diversity of ideas and reward top performers. Forget who they know. Find out what they know. #TalentManagement #Promotion

Maybe one reason employee development doesn't work is that no one's held accountable for it. Early results from our 2024 High Performer & High Potential Development survey show that in 51% of companies, leaders have "no clear accountability" to develop their team members. Only 17% of companies include talent development in their leadership models. We're still collecting data, so take the 8 minutes to take the very interesting survey today! https://lnkd.in/e-TiT86C

Does your company take people development seriously? It's not an easy question to answer. A straightforward approach is to dedicate 20% of annual goals and bonuses to employee development actions, yet few companies do this. I have worked at 2 companies where high potentials development was worth 20% of annual goals and guess what? Those companies had great results in promoting internal candidates and were known as a great place to learn and make a career. While setting goals is crucial, companies can still achieve excellent results in nurturing talent without making it a key metric for managers. #managementissimple #development #talent

Quotes from our recent Dignity reading: "Data shows that managers’ inability to recognize the full humanity of workers over results, profits, and business targets is a main reason driving trends like quiet quitting or the great resignation." "Dignity violations occur when employees are treated as replaceable commodities...when employees are overworked or underpaid, or treated with less respect due to their status and position in the company, their dignity may be hurt..... This 2024 Harvard Business Review article suggests four actions executives and managers can take to practice dignity-conscious leadership. > Build dignity literacy > Recognize inherent value > Restore dignity by acknowledging dignity violations > Protect and promote dignity through process How Does Dignity Fit Into Your Leadership? (2024) Pirson, M., Hicks, DE., and Yemiscigil, A. Harvard Business Review. https://lnkd.in/euGCpVsS