Talent Management

the great retention

How much talent will you lose in ‘The Great Resignation’? – Part 2

The Great Retention

The pandemic has presented many employees with the opportunity to reflect on what is important to us, to our families, and to our happiness. Hybrid work is here to stay, and many of us are in the mood to make changes. Companies are warned of a mass exodus of talent – ‘The Great Resignation’.

If you haven’t already, please do read part one of this blog where I discuss how the pandemic changed our attitudes towards our lives and how we want to work. In part two I want to discuss what organisations can do to avoid losing their top talent in ‘The Great Resignation’.

How much talent will you lose in ‘The Great Resignation’? – Part 1

The pandemic has changed our perception of reality

Although it’s now 23 years since it first came out, The Truman Show remains one of my favourite movies. It’s one of those rare films that I can watch over and over. Everything about it works, and if it didn’t, any film with Laura Linney is surely reason enough to do that anyway!

You remember the basic plot, right? Truman Burbank (played by Jim Carey) has spent his entire life as the central character in the world’s most popular reality TV show. He has been in this environment since birth and remains oblivious that every other character in his life is played by an actor. The whole edifice is controlled by a despotic director named Christof (Ed Harris).

As the plot evolves, Truman realises that his entire life is an elaborate construct. The final scene has Truman reaching the physical end of his known world and facing the option of returning to the artificial construct of life as it was. He is encouraged to do so by the “Creator” (Christof). The other option is to move through a doorway to the real unknown world. The movie ends with Truman voicing his signature catch phrase “In case I don’t see ya, good morning, good afternoon and good night!” as he (spoiler alert) steps through the doorway.

Remote working

Confessions of a Remote Worker

You’re trapped and rooted to your kitchen chair with a new worry line adorning your brow, courtesy of your new line manager. But where did the day go so horribly wrong?

It’s Monday morning. The dog has hidden your mobile phone again, so you’ve missed your alarm. Thank goodness for remote working!

Your rush downstairs. After wearily turning on your laptop in the kitchen at twenty-five past eight, you find a notification waiting for you. Over the weekend, your new line manager has quietly slipped in an eight-thirty team strategy meeting.

Running late

Running late – straight into early redundancy

The world of Covid, the new normal, with its Zoom meetings, social distancing, and travel avoidance must be a godsend for people who are always late.

Instead of having to struggle with cars, bicycles or public transport, all they have to do now is to shuffle the few steps over to their sofa. They don’t even have to get dressed properly. Throwing some kind of jacket over their pyjamas is enough for them to be good to ‘go’ to the business meeting.

They have no more excuses for being late. Or do they?

I can't do wright for doing wrong

Can I give you some feedback?

Is there really anyone out there who hears those word and thinks “oh goody, yes please”?

If there is, you’re a much better person than me!

Take this example, it was a long time ago – but I still remember it like it was yesterday.

I’d given a sales presentation to a prospective client with Helen, a new Associate who I was mentoring. Despite not being a traditionally qualified ‘sales professional’, I was actually quite good at what I did. I believed passionately in the product that I was selling, and I had my own sales ‘muscle’ that I used to be effective.

Helen, on the other hand, was very much a qualified sales person. She had worked in sales for one market-leading multinational company for the fifteen years since her graduation. She had been on every sales course suggested – and undoubtedly knew her stuff.

Bee - finding solutions through team performance

Should businesses be more honeybee in the face of adversity?

I was listening to a news programme on the radio. One of the stories piqued my interest. Why indeed would honeybees resort to using animal dung to protect their hives? I was reminded of all the businesses that had to pivot their strategies in recent times. How could they ensure that their teams continued to perform at their best throughout periods of profound change? Please bear with me on this one!

Death of a Sales Manager

My father gave his life to one company, a well-known white goods manufacturer. Trained as an electrical engineer, he started out tightening screws on appliances. But soon he was travelling up and down the country as a salesman and customer service provider selling household goods to shops.

The job suited my suave and humorous father to the core, and he did very well. So well, in fact, that the company made him Sales Manager, a promotion that saw him catapulted … into an office, where he spent his days managing a sales team.

How to mitigate the detrimental effects of imposter syndrome in the workplace

According to a review article published in the International Journal of Behavioral Science, 70 percent of people experience imposter syndrome at some point in their lives.

As a Manager, you are tasked with safeguarding both your employees’ wellbeing and your company’s productivity. It is therefore important to be aware that the effects of imposter syndrome can be crippling for both your employees and your business.

How to take the sting out of holding your employees accountable?

Ensuring that your employees fulfil their responsibilities and meet expectations may feel like a daunting prospect. However, a lack of policy around employee accountability can cause a wide variety of issues for your business.

Each member of your team has responsibilities that you, as their manager, will have assigned to them. The smooth running of the business relies on these tasks being performed satisfactorily.

Any gap caused by an employee not completing their tasks as expected has a knock-on effect on their team members who are left to pick up the pieces. This can lead to colleagues becoming disaffected and disengaged, which will negatively impact the overall performance of your business.

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