HR Executive’s Post

Including employees in strategic decision-making can benefit both companies and their employees, and help address labour shortages and workforce conflict and disengagement. This article from MIT Sloan Management Review argues for: ➼ Engaging people in processes to align on objectives ➼ Fostering transparent communication ➼ Engaging people in strategic initiatives This is what we do at Ignite Management Services, helping leaders build strategy-driven organizations and purposeful environments that people want to be part of building, by creating strategic alignment and ownership. #StrategyFromWithin #StrategicLeadership #EmployeeEngagement

Managers and leaders who reflect the diversity of the entire organization can help to bring out the best in their colleagues and support recruiting the best talent. Want to see how management #diversity can positively impact overall corporate performance? Read this article in Forbes. https://ow.ly/yY6j50QGKrC

What's keeping SMB CEOs up at night? Check out this article at Inc.com by Joe Galvin, Chief Research Officer, Vistage. It's important that 3 out of 5 are people-related challenges. 1. Talent 2. Economic Uncertainty 3. Growth 4. Succession Planning 5. Employee Engagement If you're not collaborating with outside firms on what others are doing to address these issues, we should connect. You have decisions to make. People first!

In a recent Vistage survey of SME CEOs, we captured the biggest challenges that leaders are up against. But what are these challenges? From talent to employee engagement, we've shared the results in this blog post: https://lnkd.in/eXJFYu7j #SME #CEO #Leadership #BusinessLeaders #BusinessChallenges #Vistage

The presence of Chief Human Resources Officers (CHROs) on corporate boards has gained attention as companies prioritize talent management and leadership in response to evolving business challenges. While the number of new CHRO appointments to Russell 3000 boards declined by 30.8% in 2023, the overall percentage of directors with CHRO experience increased. This reflects the continued importance of HR expertise in shaping corporate strategy, even as some companies scale back human capital initiatives amidst economic pressures. #HR #HumanResources #CHRO #CorporateBoards #Leadership #TalentManagement #HRLeadership #BoardGovernance

Curbing The Retention Red Alert Nearly 3 in 10 employees may exit within the year per Boston Consulting Group. But it cuts both ways - 36% of HR leaders also count retention as priority number one. In this climate, the human factors often outweigh perks and bonuses for top talent. Respect, value, and employee dev trump even financials. So leaders stand at a crossroads as purpose and productivity collide amidst great uncertainty. How will they demonstrate commitment when it matters most? The strategies must connect to individual’s deeper needs ⤵ ➡ Foster Psychological Safety: Cultivate trust and comfort in risk-taking. ➡ Cultivate Inclusive Leadership: Seek out and amplify unheard voices. ➡ Clarify the “Why”: Connect daily work to meaningful impact. ➡ Ensure Everyone Feels Seen: Recognize efforts that drive the strategy forward. At its core, this crisis calls on compassion. Meeting people where they are. Managers hold the key in translating corporate priorities into human terms. P.S. What are your strategies for retention in 2024? #employeeretention #employeelearningdevelopment #hr

𝐈𝐬 𝐘𝐨𝐮𝐫 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐢𝐧 𝐍𝐞𝐞𝐝 𝐨𝐟 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠? 𝐇𝐞𝐫𝐞 𝐀𝐫𝐞 5 𝐊𝐞𝐲 𝐈𝐧𝐝𝐢𝐜𝐚𝐭𝐨𝐫𝐬 𝐭𝐨 𝐖𝐚𝐭𝐜𝐡 𝐅𝐨𝐫 Succession planning is a critical component of a robust talent management strategy, ensuring that your organization is prepared for future leadership transitions. But how do you know if it’s time to implement or revisit your succession planning process? Here are five key indicators: 1. 𝐊𝐞𝐲 𝐫𝐨𝐥𝐞𝐬 𝐫𝐞𝐦𝐚𝐢𝐧 𝐮𝐧𝐟𝐢𝐥𝐥𝐞𝐝 𝐟𝐨𝐫 𝐥𝐨𝐧𝐠 𝐩𝐞𝐫𝐢𝐨𝐝𝐬 𝐨𝐟 𝐭𝐢𝐦𝐞: When essential positions are left vacant, it often signals a lack of internal readiness to step into these roles. 2. 𝐅𝐫𝐞𝐪𝐮𝐞𝐧𝐭 𝐞𝐦𝐞𝐫𝐠𝐞𝐧𝐜𝐲 𝐨𝐮𝐭𝐬𝐢𝐝𝐞 𝐡𝐢𝐫𝐞𝐬: If your organization regularly resorts to hiring external candidates at the last minute, it might indicate insufficient internal talent development and readiness. 3. 𝐊𝐞𝐲 𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐨𝐟𝐭𝐞𝐧 𝐟𝐢𝐥𝐥𝐞𝐝 𝐛𝐲 𝐞𝐱𝐭𝐞𝐫𝐧𝐚𝐥 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐚𝐠𝐞𝐧𝐜𝐢𝐞𝐬: Relying heavily on external recruiters for key roles can suggest that internal succession pipelines are not robust enough. 4. 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐜𝐨𝐦𝐩𝐥𝐚𝐢𝐧𝐭𝐬 𝐚𝐛𝐨𝐮𝐭 𝐩𝐫𝐨𝐦𝐨𝐭𝐢𝐨𝐧 𝐟𝐚𝐢𝐫𝐧𝐞𝐬𝐬: When employees feel that promotions are not handled fairly, it can erode trust and morale, highlighting the need for a transparent and equitable succession planning process. 5. 𝐋𝐨𝐬𝐬 𝐨𝐟 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: A disengaged workforce may reflect uncertainty about career progression and future opportunities within the organization. If any of these resonate with your current organizational challenges, it might be time to prioritize succession planning. Developing a structured approach to identify, develop, and retain future leaders not only ensures business continuity but also boosts employee engagement and fosters a culture of growth and fairness. Let's invest in our people and pave the way for a sustainable future. What are your thoughts on the importance of succession planning? #TalentManagement #SuccessionPlanning #Leadership #EmployeeEngagement #HRStrategy

Succession planning is a cornerstone of organizational resilience and sustained growth. As Prudence Pitter, global head of HR for Amazon Web Services’ automotive, manufacturing, health care, and life sciences division, highlighted during her recent address at the SHRM Talent Conference & Expo 2024 (Talent 2024), effective succession strategies bridge the gap between present talent and future organizational needs. In a landscape where only 21 percent of HR professionals report having a formal succession plan, it's evident that challenges persist. Pitter identified common roadblocks, such as a lack of executive buy-in, outgoing leaders' discomfort with succession planning, and gaps in leadership development. The process of succession planning demands a comprehensive approach. Pitter emphasized aligning plans with organizational goals, leveraging available leadership development capabilities, and prioritizing critical roles beyond traditional C-suite positions. Success, she noted, hinges on crafting tailored plans that resonate with an organization's unique needs. As we delve deeper into the strategic imperatives of succession planning, exploring actionable insights to foster leadership continuity and organizational resilience, let's navigate the complexities together and pave the way for sustainable business success. Share your thoughts! https://lnkd.in/ep-Y2yuS

Here's how HR teams can secure leadership buy-in and encourage employees to help create and drive strong company cultures. https://lnkd.in/eVmyDKep Written by Anita Grantham of BambooHR

Here's how HR teams can secure leadership buy-in and encourage employees to help create and drive strong company cultures. https://lnkd.in/eNThks2H Written by Anita Grantham of BambooHR