Gallup

The 9 box model is a widely used talent management tool designed to evaluate and compare employee performance and potential and inform leadership development and succession planning decisions. Unfortunately, the 9 box grid may be doing more harm than good. The challenges of assessing potential are not new. One of the most common failures in selection and succession decisions is inexact measurement of candidate potential. Effective succession planning requires rigorous objective assessment of a candidate’s talents for specific roles and levels of leadership or management. When a predictive talent assessment is used to evaluate candidate potential in managerial roles, the top 25% of managers have a 46% greater probability of success, team engagement that is 13% higher, and achievement of financial outcomes that is 37% higher. Learn more about pitfalls of traditional succession planning here: https://lnkd.in/g_UxUFgf

Only two in 10 employees strongly agree that they feel connected to their workplace culture. Employees' feelings of detachment align with how they believe their teammates and managers contribute to their organization's culture. In contrast, employees tend to think the people who set the direction for the organization -- their leaders -- are more committed to the organization's cultural values than the rest of the organization. Learn more about how employees perceive their company culture here: https://lnkd.in/gHHS68DP

In the fast-paced world of technology, staying ahead requires more than just innovative solutions—it demands a leadership team that constantly pushes the boundaries of what's possible. At Macquarie Technology Group, CEO David Tudehope has mastered the art of ensuring his executive team is not only aligned but also consistently challenging one another to achieve the best outcomes.   By leveraging the power of CliftonStrengths, Tudehope brings a diverse array of perspectives to the table, fostering an environment where every leader’s unique strengths are recognized and utilized. This approach not only drives creative problem-solving but also ensures that the team is collectively striving for excellence.   In our latest Leading With Strengths interview, Tudehope shares his insights on how this dynamic interplay of strengths within his executive team leads to superior decision-making and sustained success. Discover how he cultivates a culture of constructive challenge that propels Macquarie Technology Group forward.   Watch the full interview to learn more about Tudehope's leadership strategies and how they can inspire you to harness the strengths of your own team. https://lnkd.in/gdM4QbxX

Poor succession planning often results in bad hiring decisions. For manager roles, Gallup found that organizations fail to choose the candidate with the best talent fit for the job 82% of the time -- a misstep that can severely weaken company performance and competitiveness. The mark of any successful talent review process should be how well it supports targeted, actionable development plans for employees. It should serve to identify areas of potential growth, training opportunities, key experiences and career paths and help managers deliver constructive feedback and coaching. Learn how conventional succession planning methods may be limiting your organization here: https://lnkd.in/gxjgV8zb

Alignment between the job advertisement and job applicants’ skills and interests is the greatest influence on applicants’ decision to apply for a job (59%). Factors such as an organization’s mission and purpose (17%), the description of the workplace culture (16%), or online reviews of the organization (8%) have less influence. Accurate job descriptions -- detailing key job responsibilities, relevant skills, and potential development paths -- help candidates assess their alignment with and interest in the role. Using clear and descriptive job titles also captures the attention of job seekers whose skills and interests align with the role. Generally, providing realistic job descriptions upfront saves time and resources for both organizations and candidates. Learn more about the digital recruitment process here: https://lnkd.in/gDQyFWQN

Employees make decisions and take actions every day that can affect your workforce and organizational effectiveness. Gallup’s latest meta-analysis of more than 183,000 business units across 53 industries and 90 countries finds that teams in the top quartile of employee engagement achieve 23% higher profitability than those in the bottom quartile. This is because they are better at retaining top talent, serving customers, achieving higher-quality output and accomplishing numerous other outcomes that lead to profit. Based on decades of employee engagement research, Gallup knows that engaged employees produce better business outcomes than other employees -- across industry, company size, and nationality, and in good economic times and bad. Explore our findings here: https://lnkd.in/gcM_QN4P

More and more, employees who are serious about exploring new opportunities are turning to digital spaces. Employees who report being recently recruited through online professional networking sites (61%) and job sites and search firms (70%), such as Indeed, are significantly more likely to leave their organization than those recruited through other methods. Organizations can increase interest and application numbers and secure top talent by focusing on the places potential candidates turn to most often when they are actively or passively looking for a new role. Learn more here: https://lnkd.in/gUQHF6JA

A recent Smithsonian Institution and Gallup study highlights significant gaps in U.S. K–12 science standards regarding sustainable development. The research, part of the Smithsonian’s Our Shared Future: Life on a Sustainable Planet initiative, shows that while educators recognize the importance of sustainability, many face challenges due to inadequate curriculum and resources. The study, which involved analyzing U.S. science standards against UNESCO’s benchmarks and interviewing educators, parents, and students, found that state standards often focus on natural sciences but neglect broader sustainability topics like climate action. “Parents, students, teachers and administrators expressed a strong desire to implement sustainable development topics into lessons, and with this study, the Smithsonian can work to build our resources to overcome barriers and drive student engagement to solve real-world issues,” said Carol O'Donnell the Douglas M. Lapp and Anne B. Keiser Director of the Smithsonian Science Education Center. Learn more about Gallup's research with the Smithsonian here: https://lnkd.in/gHCx_7BK

Employee engagement in the U.S. has not returned to pre-pandemic levels, but improvements in quarter two of 2024 are most pronounced in foundational elements: knowing what’s expected at work; having materials and equipment to do work right; and having an opportunity to do what employees do best. Each of these elements saw an increase of four points or more in the percentage who strongly agree. Employees’ ratings on each of these elements had become vulnerable in the second half of 2021, contributing to a decline in overall employee engagement. Learn more about our latest engagement data here: https://lnkd.in/ggqAAhgu

About one in four U.S. employees (24%) have been recruited by another organization in the past three months, up from Gallup’s initial benchmark of 19% in 2015. These elevated recruitment rates have held steady in recent years. Employees are just as likely to be recruited now as they were during the employee-friendly “great resignation” labor market of 2021. Despite market shifts, finding top talent to fill important positions remains a fundamental challenge and focus for business leaders. Learn more about the current state of recruiting here: https://lnkd.in/gWNTy7cg