How can HR help set leaders up for success in their new roles? I was recently asked by HR magazine for my thoughts on this topic - see the article below. https://lnkd.in/epTYMC3F Onboarding isn't just for new hires—it's a critical phase for leaders stepping into their roles. HR plays a pivotal role in setting them up for success, fostering alignment, and ensuring their impact is felt from day one. In our experience, HR can elevate leader onboarding by ensuring: ✅ Tailored Integration: Help new leaders understand the culture, values, and unspoken norms of the organisation. ✅ Stakeholder Connections: Facilitate introductions with key team members and cross-functional partners to build trust early. ✅ Development Plans: Partner with leaders to identify growth areas and set them up with resources for continuous learning. ✅ Feedback Loops: Create opportunities for leaders to give and receive feedback during their first 90 days. If you need any support building a structured onboarding framework, please reach out. Inspiring Cultures Ltd *Creating Thriving Organisations*
Jenni Miller’s Post
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Coordenador técnico na Casa Brasil.org no projeto EPES- Escola de Programação e Empreendedorismo de Saquarema- RJ-Brasil
Are you aware why the retention of your staff is so important?
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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Employee retention is a big issue for maintaining a competitive edge, whether you're onboarding new starters or considering long-service employees with a treasure trove of valuable corporate knowledge. Showing your employees you value them comes in many different forms, not just good remuneration packages which can act as handcuffs to the organisation for some people. The solution? Leadership development through training and coaching is key to employee retention at all levels: - you support your leaders so they are fully equipped with the right skills and don't become overwhelmed - they in turn can support their teams in the way that each individual needs Frankly, it's a win-win investment for any business. #executivecoaching #leadershipdevelopment #employeeretention
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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Kemi Badenoch's approval rating as Conservative Party leader is currently at -5%, lower than that of former leaders Rishi Sunak and Boris Johnson at the start of their tenures. To help leaders start strong, HR experts recommend several strategies: Onboarding Support: HR should provide a structured onboarding process, helping leaders understand the company culture, team dynamics, and strategic priorities. Clear role expectations and regular check-ins for feedback are essential. Building Trust: Leaders should focus on building trust by balancing assertiveness with humility, especially in the early stages. Asking thoughtful, non-judgmental questions helps foster collaboration. Data and Insights: HR can support leaders by offering data and insights about the organization’s history and dynamics, helping them navigate their new role effectively. Communication Skills: HR should equip new leaders with modern communication skills, such as purposeful inquiry, to engage and motivate teams, especially in high-expectation environments. These strategies can help leaders gain credibility, build strong relationships, and set a positive tone for their leadership journey.
How can leaders start well? - HR Magazine
hrmagazine.co.uk
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Staff retention is important for several reasons: 1. Cost-effectiveness: Hiring and training new staff members can be expensive. By retaining existing employees, organizations can save on recruitment and onboarding costs. It also eliminates the need to spend time and resources finding suitable replacements. 2. Productivity and expertise: Retained staff have a better understanding of company procedures, goals, and operations. They are familiar with their roles, which allows them to be more efficient and productive. Long-term employees often have accumulated valuable experience and knowledge, which can contribute to overall organizational success. 3. Employee morale and loyalty: High staff turnover can negatively impact employee morale. When employees witness their colleagues continuously leaving, it may create a sense of instability and uncertainty. On the other hand, staff retention fosters a positive work environment where employees feel valued, supported, and loyal to the organization. 4. Continuity of customer relationships: Retained staff are more likely to have established relationships with clients or customers. These relationships are built on trust, rapport, and familiarity. Losing these relationships due to high turnover can harm customer satisfaction and impact the company's reputation. 5. Organizational culture and team cohesion: When employees stay with a company for a longer period, they become more invested in the organization's culture and values. They form stronger bonds with their colleagues and develop a sense of belonging, leading to better teamwork and collaboration. 6. Knowledge transfer: Retained staff can pass on their knowledge and skills to new employees, ensuring a smooth transition when changes occur. This knowledge transfer is valuable for maintaining operational efficiency and preventing any gaps in expertise within the organization. Overall, staff retention is important to maintain stability, reduce costs, enhance productivity, and foster a positive work environment. It contributes to the long-term success of the organization by retaining valuable talent and expertise.
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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International HSE/Risk Leader, Strategist, Speaker and Safety influencer. A pracademic bringing out the best in people, teams and businesses. Fellow of IOSH, IIRSM, IoL and CMI.
Truly valuable and important factor for business success!
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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Attracting and retaining the right people is crucial as Monte Pedersen explains, with advice that iis spot on. This means we need to create the right environment and management strategies in line with that goal. It also includes hard decisions that help those who aren't 'right' to be accommodated better elsewhere in the organiztion, or another organiztion. Excellent post for leaders!
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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🌐Integrated Finance Networker💡 |🛡️Registered Insurance Agent |🎓MSc in Management & BBus (Business Administration) |🌏ASEAN Youth Advocate Network [AYAN]
In the realm of employee retention, it's pivotal to acknowledge that sustaining a healthy work culture contributes to retaining valuable talents. Recognizing and addressing toxic elements enhances overall employee satisfaction and, consequently, retention. #EmployeeRetention #HealthyWorkCulture #professionalwellbeing
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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Mathew (Mat) Donald, BEc MPM PhD (Bus.) FCPA MAIPM or (Dr Mat)
Mathew (Mat) Donald, BEc MPM PhD (Bus.) FCPA MAIPM or (Dr Mat) is an Influencer #DrMat #Linkedin Top Voice for all #Leadership, #disruption, #management, org change, Business improvement. Advisor, mentor, coach, university lecturer and tutor, invited speaker, trainer, multiple published author.
No doubt retention matters.... the cost of hiring is large, affects the rest of the team, takes long time to retrain.... So leaders need to focus, be responsible for their losses, responsible for the effect on others. Thanks Monte Pedersen for this great reminder. Stop thinking turnover is inevitable or is just pay or career related, start thinking #leadership www.drmat.online #leaders #management #India #usa #disruption
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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“Staff RETENTION Is So IMPORTANT” “With the #greatresignation , #quietquitting , and more #openpositions than we have quality applicants what are we to do?” - “LEADERS play a crucial role in #retaining employees within an organization.” “It STARTS by CREATING the RIGHT WORK Environment.” - - When LEADERS create and maintain a #positive , #inclusive , and #supportiveculture their people feel #valued and #respected, which in turn enhances their #productivity and further #commits them to the organization.” - - “When #leaders #communicate effectively, they keep open the lines of communication with their team members, #encouragingfeedback , and addressing any #concerns in a timely manner.” - - “LEADERS must #invest in the #development of their people through training programs, mentorship, and career advancement paths. Team members are more likely to stay with an organization that offers them opportunities for personal and professional #growth .” - - “LEADERS must set #clearexpectations . People thrive in environments where they receive clear expectations and “in the moment” #constructivefeedback “ Source- original post Read all my posts #MariusPreston #retention #employeeretention #staffretention
“What is a leader’s role when it comes to employee retention?” With the great resignation, quiet quitting, and more open positions than we have quality applicants what are we to do? How can leaders make a difference in who stays and who goes within their organizations? Leaders play a crucial role in retaining employees within an organization. They are unique in their position as they can create impact by championing actions that will make a difference in the life of every team member. It starts by creating the right work environment. When leaders create and maintain a positive, inclusive, and supportive culture, their people feel valued and respected, which in turn enhances their productivity and further commits them to the organization. When leaders communicate effectively, they keep open the lines of communication with their team members, encouraging feedback, and addressing any concerns in a timely manner. Leaders must maintain these connections to develop meaningful relationships that effectively allow people to work together. If we don’t know or understand our people, how can we possibly lead them? Team members are more likely to stay with an organization that offers them opportunities for personal and professional growth. No matter how large or small the opportunity, leaders must invest in the development of their people through training programs, mentorship, and career advancement paths. Leaders must set clear expectations. People thrive in environments where they receive clear expectations and “in the moment” constructive feedback. Setting clear expectations means providing ongoing feedback and coaching in addition to holding consistent, one on one "check-ins" that focus solely on how each individual team member is performing. Further, providing competitive compensation packages and benefits are also essential for retaining top talent. Money does not solve everything or drive team member success, however, it helps. Leaders must remain diligent in regularly reviewing salary, benefits, and perks ensuring the organization remains attractive and competitive for talent. Which brings us to bad managers? How do we deal with a boss or bosses who aren't committed to helping their team members succeed? As my friend Jim Bohn, Ph.D has famously shared, “there is no amount of employee engagement that will make up for having a bad boss.” Managers or leaders who aren’t focused on helping their people to become their best are not helping to retain people and need to be quickly identified and managed out of the organization. Harsh, perhaps. But no more harsh than having six open positions and having to redistribute that workload to other team members or fill them with temporary employees. Leaders play a critical role in the overall execution of business including who stays and who goes. Are you leveraging that role? #ceos #leadership #retention #execution For more leadership wisdom check out https://lnkd.in/gXpc_pyu
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Property Consultant | Real Estate Advisor | Market Expert
3wExcellent insights on the crucial role HR plays in leader onboarding! I'm particularly interested in how tailored integration can help new leaders navigate company culture. What strategies have you found most effective in this area? On a different note, I’d be happy to connect—please feel free to send me a request!