In a last blog post, How to Recruit Millennials, we discussed the importance of starting to recruit millennials today because they are the executives of the future. We outlined things you need to know about this segment of the workforce and some tips for how to recruit and retain them.
One of the key takeaways from this post was that companies need to create a strong organizational culture that is appealing to millennials. A great company culture will attract top talent in any industry regardless of age or experience. Read more
“Your journey is simple — it’s made of steps. Some steps will be right on. Sometimes you will trip. If it’s right on, celebrate, because some people wait a lot to celebrate. And if you tripped, turn that into something to learn. If every step becomes something to learn or something to celebrate, you will for sure enjoy the journey.” – Bel Pesce
Start Recruiting the Next Generation of Executives Today
Recruiting millennials is a hot topic these days. As today’s executives, CEOs and corporate leaders begin to retire, millennials are on the cusp of becoming the driving power of the workforce.
Millennials are now moving into middle and upper management positions, and they will hold executive level positions in the near future. Some already do. In fact, by 2020, millennials will make up 50% of the workforce.
Change is never easy. If fact, from an organizational perspective, creating organizational change and making changes to the current company culture is one of the biggest challenges for leadership. Change is not a one-off event; it’s a process – and one that can take a long time to see to fruition.
Organizations, much like people, grow and evolve over time, not all at once, which is why leaders need to have a strong change management plan and framework in place if they want to alter internal processes, ways of doing business, or company culture. Read more
Technology is having a significant impact on the recruiting process. It is changing the way companies think about recruiting, how they hire, and how they vet potential candidates. In particular, it is having a profound impact on the interview process. It is no longer necessary to be in the same room to conduct an interview, and new software programs allow companies to vet potential candidates before they even meet them. Read more
Authentic leaders are in demand today. Employees, colleagues, and business partners want to work for/with leaders who are real. People are tired of rhetoric and corporate speak – they want leaders who are genuine, honest, and engaging.
“In today’s culture, where so much emphasis is placed on the superficial, people crave authenticity. Employees today are hungry for real what-you-see-is-what-you-get leadership. The most inspiring and influential leaders therefore don’t lead because of what they do (though they do plenty), but because of who they are. Too often leaders and those who aspire to be, forget that,” says Margie Warrell, Forbes. Read more
Nearly ten percent of Fortune 500 companies have done away with annual performance review, says Cliff Stevenson, a senior research analyst for the Institute for Corporate Productivity, a research network that studies management practices, to the Washington Post.
“The snowball has started rolling,” he said. “I would not be surprised to see next year when we do the large survey again that it may jump into the twenties.”
In total, just over half (52%) of all companies conduct some form of performance review, but most are failing to take advantage of advanced technology to gain insights into the effectiveness of their workforce. Read more
Do you ever feel like you are just going through the motions? Not getting as much done as you would like? Many people feel the same way you do. Between the stress of work, lack of sleep, and our busy lifestyles, many people spend a large portion of their day checked-out, not focused on the task at hand.
From an organizational standpoint, this does not bode well for productivity, efficiency, and ROI. Research shows that people spend close to 47% of their day thinking about something other than what they are actually doing. Read more
Canadian employers are faced with a new challenge – employees who are “happy but leaving.” According to a recent study from Mercer Canada, more than one-third of Canadian employees are seriously considering leaving their current company, and senior managers are more than twice as likely as non-management employees to consider leaving. Overall, 56% of employees in Canada who are satisfied or very satisfied with their company are considering leaving at the present time.
To mitigate the risk of losing critical talent, organizations must let go of the traditional belief that happy and engaged employees means retention, and instead adopt new employee value proposition. Read more
Technology-driven disruption is happening now. And according to a recent study from Deloitte, The Age of Disruption: Are Canadian Firms Prepared?, only 13% of Canadian organizations are considered highly prepared for disruption. An organization’s size, age or industry vertical had little bearing on how prepared they are to adapt to the rapid advances in technology that are bringing significant changes to the Canadian business landscape. Read more