In the digital age, several companies are mastering the art of providing excellent customer service. Yet, few are paying any attention towards increasing employee engagement, which is such a key tenet to talent management. Digital world trappings include an ever-connected, global work environment where employees are expected to collaborate extensively. In addition, they are expected to make greater use of the available data for analysis purposes. Within such an environment, employees need greater management training and development opportunities. Two areas have been identified which need to be worked on by companies. These are work complexity and work habits. The former refers to an employee’s ability to use technology to benefit the work, while the latter is determined by the company’s culture. To solve the right kind of technology is needed, to be leveraged by a responsive leader. Companies that have followed this process have improved their customer engagement by double and profitability by more than a fourth.

Source:http://mitsloan.mit.edu/newsroom/articles/in-a-digital-world-building-value-means-empowering-employees/?utm_source=mitsloantwitter&utm_medium=social&utm_campaign=dery

Uploaded Date:09 August 2018

It is now well-known that most corporate transformation efforts do not succeed. While a little over a third fall well short, half of them simply settled for a diluted version of the transformation they initially set out to achieve. Business research was thus conducted by Bain and company to gauge the true reasons behind this process. One of the key reasons highlighted for this is that the front-line staff are rarely consulted while drafting such change strategies. To ensure that change efforts succeed, one must start by outlining why exactly these changes are required in the first place. After this, the most important outcomes expected need to be singled out. Then clear, measurable expectations need to be set out with proper metrics and scoreboards defined. Leaders must ensure that teams value the moments where the change is most needed. The main stakeholders at different levels of the organization must be onside with these change efforts. Finally, a proper learning loop needs to be created with scope for quick and actionable feedback.

Source:http://www.bain.com/publications/articles/how-to-unleash-the-power-of-the-frontline-change-management-blog.aspx

Uploaded Date:09 August 2018

Now more than ever before, dual-career couples are a common sight. Business intelligence provided by Pew Research confirms that about three-fifths of white-collar couples in the US and Japan are likely to be dual-career. The number is even higher in Australia and Canada. Such couples frequently face difficulties in their personal lives, that spill over on to the professional sphere. While not directly a function of the organization, this has massive repercussions on employee productivity and engagement, both of which suffer. Such societal changes can spell the death-knell for the talent management and retention tactics in place. Four priorities have been identified which must be brought in, starting with greater flexibility afforded to workers. Secondly, a cultural change needs to be brought in place allowing for women especially to more easily access maternity-related leaves otherwise only on paper. The image of a successful career path too needs tweaking. Gender-neutral support systems are also needed.

Source:https://www.bcg.com/en-in/publications/2018/making-workplace-work-dual-career-couples.aspx?linkId=54714236&redir=true

Uploaded Date:02 August 2018

Many people chase success as defined by them in such a relentless and ruthless manner, that when they finally do reach that peak point, they are unable to comprehend the situation. Consultants looking to get promoted ahead of the peers, do not really know how to celebrate once they do reach the top as determined by them. To reverse this, leaders must define purpose as one that they want, and not what society in general expects. Energy Project is an organizational consulting firm, excellent at talent management and the way they boost productivity mainly by tapping into the meaning that employees expect out of work. Meaning needs to be divorced from achievement. The latter is about tangible goals while the former is about making a contribution or challenging oneself beyond the expectations. One must seek answers to important questions from within.

Source:https://www.strategy-business.com/blog/What-to-Do-When-Success-Leaves-You-Empty?gko=f7d96&sf193149519=1

Uploaded Date:02 August 2018

Several companies, especially startups struggle at talent recruitment simply due to the lack of funds. Pay per performance can be one way to bridge this gap. Another could be to pay up the expenses before the final taxable figure. Several costs escalate up for employees, so if the company can pre-pay all these such as parking, gym memberships, snacks, occasional lunches, hardware and public transport passes, it will be substantial savings for employees. The risk of employee turnover may be reduced by adding clauses such as signing-on or quarterly retention bonuses. Substantial investment must be made on employees’ management training needs. Equity compensation or profit sharing could be introduced. Work-life balance and flexibility is a must now. Finally, employees must be allotted respectable job titles to go along with their work.

Source:https://hbr.org/2018/07/7-compensation-strategies-for-cash-strapped-startups?utm_medium=email&utm_source=newsletter_monthly&utm_campaign=finance_activesubs_dalertnlsubs&utm_content=signinnudge&referral=00209&deliveryName=DM10732

Uploaded Date:02 August 2018

A common myth among several businesses and policy-makers is that longer hours at work increase overall production. A will writing company in New Zealand Perpetual Guardian challenged this assumption by starting off with a new policy where holidays were actually increased. Employees could now take a day off during an eight-week trial. Just as the company forecasted, productivity levels actually went up by 20 percent. Work-life balance is turning out to be an increasingly crucial aspect of talent management.Data provided by Statista too confirms this by providing information on hours logged and productivity per hour within the OECD. It emerges that South Korea, Greece and Japan are all towards the top when it comes to hours worked, but on the other end of the scale for per hour productivity. Ireland, Norway, USA and Germany meanwhile top the productivity rankings. As a response Japan has actually implemented measures to reduce employees working overtime.

Source:https://www.weforum.org/agenda/2018/07/working-fewer-hours-makes-you-productive-new-zealand-trial?utm_source=Facebook%20Videos&utm_medium=Facebook%20Videos&utm_campaign=Facebook%20Video%20Blogs

Uploaded Date:28 July 2018

A career is seen as a series of steps towards crossing the final threshold and reaching the top of a cliff. A job on the other hand is merely an end-in-itself. Probing deeper though, one realizes that careers do not progress like a series of linear steps, but as sudden jumps upwards. This is known as the “Matthew Effect” as termed by a sociologist. It leads to many just a notch above others disappearing into the horizon after one jump up, maybe on the back of the subordinate’s work. When a person gets promoted though, the new equation takes time to build in. It is not always smooth as the incumbents see the promoted person as fresh competition. In fact, business research conducted by professors from INSEAD has confirmed that it is people at the same level whose fights are most ferocious. This is due to lack of a clear pecking order. Interventions to stem this rivalry and instead crate a more cohesive collaboration between the contestants is known as the “Mark Effect”.

Source:https://knowledge.insead.edu/career/the-risks-of-rivalry-in-a-winner-focused-world-exclusive

Uploaded Date:28 July 2018