/blog > author > Joe Napoli

Engage Retain

http://www.astd.org/Publications/Blogs/Management-Blog/2014/04/Engaging-Environments-Retain-Workers In the article “Engaging Environments Retain Workers”, written by Michelle Kozin on the ASTD, she points out that “talent focused companies” need to gain “insight into the motivational drives and innate needs of current and prospective employees.” It is my opinion that in order for companies to become progressive and innovative they must drive a stronger connection between the needs, interests, motivations and aspirations of their employees and the opportunities that exist inside the company. In Michelle Kozin’s article, she mentions some best practices for companies to consider in order to engage and retain employees: 1. “Build Awareness First”; 2. “Provide Opportunity”; 3. “Maximize ‘Employee Embeddedness’”. Employers need to have a way to support employees in their own careers and development, while also creating an environment where there is transparency and visibility. The most engaged employees understand where they are inside an organization, what they need to do in…

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    http://www.forbes.com/sites/forbesinsights/2013/04/24/essential-tools-of-talent-management/     In the Forbes Insights Article, Bill Millar points out that tools for Talent Management are essential in understand how to strategically manage your internal talent. Companies today recognize the need for managing talent but are often late in establishing tools and processes to drive efficiencies. Companies need to recognize that their systems, processes and tools are not effective in engaging talent, building career paths, mapping skills to job roles, identify talent trends/metrics and targeting effective training and development. At the end of the day, company executives recognize the need and goals of inspiring, engaging, empowering and developing employees/talent, but have been hesitant to invest in effective tools to accomplish these critical talent goals. Imagine a tool that can engage employees to drive and take ownership of their own career, identify how their skills, competencies, experience and education map to job roles, establish more realistic career…

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Target People Image copy

http://www.forbes.com/sites/mikemyatt/2012/12/13/10-reasons-your-top-talent-will-leave-you/ As referenced by the article in Forbes, 10 Reasons Your Top Talent Will Leave You, “Few things in business are as costly and disruptive as unexpected talent departures”. In 2014, organizations need to look for new and unique ways to engage, develop and inspire their Talent. The most successful growth oriented companies recognize that people drive the success and /or failure of an organization, so investing in their people is essential. It is important to mention that increasing salary and/or benefits is one way to motivate and engage employees but is rarely enough to retain them long term. Organizations need to not only provide competitive salaries and benefits, but they need to provide better tools to help their employees take ownership and drive their own careers and create transparency in the process of internal mobility. With the cost of replacing employees ranging between 30 percent and 300 percent of…

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