There are many benefits to understanding engagement levels. Companies with this knowledge have higher retention rates and superior customer service, and they realize increased profitability. Leaders at all levels of these organisations strive to create a work environment that results in highly engaged employees.
Skills training is measured by how well the participants apply the newly learned skills when they return to their jobs. Although training technologies have effectively improved the quantity and quality of skills learned in training, disappointingly few skills are actually implemented on the job.
Effective managers are able to find ways to motivate and work with challenging employees. In most cases though, a few problem employees can require the majority of a manager’s time. It has been estimated that difficult employees make up only 10% of a department or team, but they occupy 90% of the manager’s time.
Recently, Profiles International conducted a survey entitled, “The Leader’s Guide to Motivating Without Money.” This survey addresses an important issue facing many organisations in motivating employees in ways other than through payroll.
Profiles International’s study, Executives Guide to Strategic Workforce Planning elaborates on a six step process to help businesses get the right people in the right jobs to achieve expected results.
Sales leaders face the unique challenge of hiring reps who have personalities, interests and behaviors that align with the needs of a specific sales job. In a job interview situation, you can expect a candidate to do their best to “sell” you on why they should be considered for a position.
In many organisations, personnel costs are among the largest budget line items, and given the top challenges facing CEO’s, organisations need their leaders, managers, and people aligned and working together at the highest levels of performance.
Employee engagement is a hot topic in the business world and for good reason. Engagement can not only make a diﬀerence on employee satisfaction and productivity, but it can also increase employee loyalty – resulting in less turnover and positively impact the bottom line. Organisations are realising the need to create a culture of engagement that maximises the potential of each employee.
Coaching not only changes the culture of an organisation, but it increases performance and leads to a significant return on investment. This briefing helps business leaders better understand the importance and value of continuous coaching.
This report provides five key lessons to help optimise the upgrading process. It drills deeper into each lesson to guide you through the talent upgrade process and help you avoid common mistakes.
Profiles International’s study, Selection Strategies for Re-organisation, Re-deployment and Recovery examines survey results on following best practices and preparedness for a major re-organisation and redeployment event.