Decibel HRMS’ Post

Three ways you can build staff loyalty almost immediately.* *The first is not on the list and that is to pay people a little bit more. While it's not always possible to do this, if you think about the cost of replacement, retraining etc, a surprise small pay increase or bonus can be extremely impactful. That aside… Number One: Set your team up correctly with measurable performance goals, clearly laid out, to achieve promotion. If you provide your people this clear career pathway - with measurable goals – it automatically puts you in the top percentage of employers, as the majority do this poorly. This is something you can start working on today, or early in the new year, and will generate a significant commitment from your team as well as diffusing offers from competitors. It's a genuine differentiator. Number Two: Keep your promises. This is a little bit longer term but starts contributing to loyalty immediately. If you make a promise, keep it. If you can't keep that promise, be very clear about why you can't, be very honest about it, and fix it. The minute you start making promises you can't keep you have set the clock on staff loyalty, and in some ways, have already lost it. To be known as someone who keeps their promises, or at the very least fights like hell to keep them, builds serious loyalty in all the best ways. Number Three: The third, you can do this from now or in the new year - start focusing seriously on the personal and professional ambitions of the individuals in your team. Sit down with every individual and start investigating their personal and professional ambitions – ‘What do you actually want out of your career, and what are your personal goals?’ ‘What are you aiming for, and how can I help you get there?’ This is well within your capability, and you may be surprised just how much you can assist in bringing staff closer to their dreams, whatever shape that may take. Additionally, you’ll know your people so much better, and can tailor your leadership approach accordingly. Incredible stuff. So, set clear career pathways and promotion criteria, keep your promises (don’t make too many) and get serious about the individual ambitions of your team. Just these three things will build you a pretty decent loyalty base, and quickly, provided they come from a place of goodwill. :) Also, pay a little more if you can… #loyalty #leaderbilt Leaderbilt Academy

A performance review can be quite a nerve-wracking conversation. 😬 But with a little prep, it doesn't have to be. 😀 This Wednesday 6th March, IAA UK are hosting 'Boss your review', featuring our very own Naomi Bignold. In this event they'll cover tips on how to: 🌟Presenting your achievements and showing off your value. 💰Negotiating and influencing discussions about salary and promotions. 🎯Defending your position on any missed targets (sales or personal). 🚀Boosting your profile and making the most out of those year-end conversations. Speakers will include:  Naomi Bignold - EM HR Business Partner Lucy Shutt-Vine - Head of Talent Development at Captify & Career Confidence Coach at LSV Coaching Dino Myers-Lamptey - Founder at The Barber Shop (Creative agency) If you haven't signed up for this FREE event there is still time. 👇 https://lnkd.in/e7BpkThG #careeradvice #careerdevelopment #personaldevelopment

Do not let your passion for your work be confused with satisfaction with your current compensation. Part of excelling in your role is ensuring that those who shape your career trajectory are aware of your progress. Too often, high achievers deliver outstanding results that go unnoticed. Remember, the value you provide to your company or clients is largely perceived from their perspective. That's why it's important to highlight your top accomplishments during performance evaluations. If you're too modest in your performance review, you might only get the "average" raise. Be clear about what you expect and make sure your performance backs it up. Don't be afraid to confidently show why you deserve better compensation.

Ever wondered if there's a golden rule for earning a promotion or pay rise? It's all about linking your personal successes to those of the business, writes founder and author Stefanie Sword-Williams. Saying you've worked really hard won't cut it, "if you want a new title or more money, you need to demonstrate how your contributions help the business", she says. For example: how you helped increase revenue, reach a new audience or boost productivity. Regularly document your progress and don’t wait for annual reviews to update your superiors, she adds. Instead, communicate your achievements in status updates or quarterly reviews. 💭 What do you think? Do you have a golden rule for achieving a promotion or pay rise? Share your thoughts in the comments. Read the full post: https://lnkd.in/gMcnGgU9

This article was written for employees, but I think there are take aways for leaders as well. Are you having proactive conversations with your employees about their career goals? Are you properly recognizing your high performers or trying to treat everyone the same? Something as simple as offering management training to accelerate an employee's career can go a long way to building loyalty and keeping your good employees happy.

Most of us have been "dry promoted" at some point in our careers and this continues to be one of the biggest red flags when it comes to work. 🔻 What's a dry promotion? You're getting great feedback, you're performing well beyond expectations, and you're proving yourself to leadership over and over again. Leadership decides to double or triple your responsibilities because you perform so well and they can trust you. This all sounds great and might feel good for a little bit -- but there's a major issue here. You're gaining trust, you're taking on more, BUT your title and salary don't change. You were just dry-promoted. The thing is, once you accept a dry promotion, it's extremely difficult to walk that back. If I've learned anything so far, it's that corporate operates with the bottom line being top priority -- and honestly, you should too. It's an easy trap to fall into. I've personally walked into this situation and realized quickly the mistake I had made. So what do you do if you're offered a dry promotion? Here are some things you can say: 📣 "While I really appreciate your confidence in me to take on this new role, I'd like to review my current responsibilities and salary compared to what I'll be doing in my new role so that we can align on a compensation package that is most appropriate." 📣 "Thank you for offering me a new role! When can we discuss my title and salary so that we can ensure they are aligned with the new responsibilities I'll be taking on?" 📣 "I'm happy that I've been able to exceed expectations and that you trust I can handle more responsibilities. Based on my market research, this new role best aligns with the following salary ( 💲 ) and title ( ✍ )." The key here is to always leave the ball in their court. As much as companies have a bottom line, you do too. #corporate #leadership #advice #workforcedevelopment #salary #compensationandbenefits #compensationstrategy #management

One of my Linkedin contacts was promoted to Sr HR Director.   She did NOT FEEL READY for the job. But this happened...👇🏻   -- She had just received her SPHR certification.   -- She had worked very hard to get to that point.   -- But she still questioned if she could do the job.   -- All that occurred 8 months ago.   👉🏻 Today, she's doing great!   Her 6-month review was outstanding.   She's now excited about completing her first year in the new role.   The point:   👉🏻 1 -- No one ever feels ready when promoted & stretched out of their comfort zone. It's not unusual to initially feel intimidated...and excited.   👉🏻 2 -- Don't beat yourself up. The higher-ups recognize, trust, and have confidence in your talent. Otherwise, they wouldn't have promoted you.   👉🏻 3 -- However, TAKE CHARGE to ensure they & your boss support you in this new role by:   -- Making sure your goals & key deliverables are clear.   -- Checking early & often with your boss for direction & feedback.   -- Finding someone who can mentor you in this role.   -- If this role is a big step up (e.g. you're inheriting a larger team, moving abroad, etc.), ask your firm to pay for an executive coach.   -- We all make mistakes when learning something new. So be ready for setbacks and prepared to learn from your failures.   -- A new role can be exhausting! So, plan some downtime. Make sure you're eating, sleeping well & exercising.   If you hesitate to tackle that new opportunity you really want, you may regret it.   👉🏻 So seize those opportunities when they occur & make 2024 your best year yet.   Pep talk over!   Go make it happen. 💪🏻   Thoughts?    ----- 📌 P.S. -- HR LEADERS: Are you in a new HR leadership role, but not feeling ready? Want more confidence-building tips to help you succeed? Then check out "The New HR Leader's First 100 Days" at the link in the first comment below.

There are 4 reasons top performers quit: 1) Frustration: They feel lost or undervalued. 2) Low Engagement: They experience disengagement and lack of motivation. 3) Lack of Growth: They seek more opportunities for professional development. 4) Unclear Goals: They believe their efforts are going to waste. The root cause? A lack of professional development. What's the fix? Check out this video by Engagedly CEO Sri Chellappa for insights and solutions. For a limited time, you can get our Employee Engagement Survey-E10 for Free: https://lnkd.in/gAQ6S-wp #Productivity #Efficiency #Leadership #Management #Engagedly #Ceotalks

There are 4 reasons top performers quit: 1) Frustration: They feel lost or undervalued. 2) Low Engagement: They experience disengagement and lack of motivation. 3) Lack of Growth: They seek more opportunities for professional development. 4) Unclear Goals: They believe their efforts are going to waste. The root cause? A lack of professional development. What's the fix? Check out this video by Engagedly CEO Sri Chellappa for insights and solutions. For a limited time, you can get our Employee Engagement Survey-E10 for Free: https://lnkd.in/gN28UViK #Productivity #Efficiency #Leadership #Management #Engagedly #Ceotalks

How do we get what we need out of our #jobs? With the influx of corporate pressures, like #profitabity, #competition, and #shareholderdemands, oftentimes employees are not the first thought. This is a great article on how to keep showing up for yourself and get what you need. #kornferry