This week, we learn how to staunch the talent drain, explore the differences between corporate America’s favorite goal-setting frameworks, help you pick your HR philosophy, and dive into different ways of coping when your top talent retires.
This week’s growth quote:
“The real test is not whether you avoid this failure because you won’t. It’s whether you let it harden or shame you into inaction, or whether you learn from it; whether you choose to persevere.”Barack Obama
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Employee churn is set to cost companies $680 million by 2020. Today’s talent-leak is regularly blamed on spoiled employees. However, one-third of the time, people leave jobs for good reasons—namely unsupportive managers and too few development opportunities—in other words, things you can control. If you’d like to staunch the flow, this article has answers.
Would you like to make sense of the KPI, OKR, SMART goal-setting salad? Learn once and for all what the differences are between these different approaches and most of all, which system HR should use to keep a company on track and accountable.
Losing your best employees to retirement can be stressful, but remember, as one generation of talent retires, another is allowed to emerge. Nonetheless, a loss is still a loss, and this piece outlines ways to look after yourself and your team as your top employees bow out.
If HR wants to be seen as the essential business function it is, HR professionals need to be vocal about why their work is crucial to the bottom line. In other words, they need an HR philosophy that elevates them from a service provider to a strategic business partner. Read more about how to establish your HR philosophy, here.
If you missed the last recap, read it here: Bye Bye Bias, D&I Successes and Failures, and Mentorship Done Right