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Are you exploring innovative strategies to enhance your team's effectiveness and drive significant business impact? Join this research-led session, enriched with real-world examples from Amanda Evans, VP, Global Head of Talent & Development at Partners Group. What to expect: Explore the science of optimal team sizes: Understand why teams of 6-10 members tend to be most effective, backed by both academic research and real-world examples.   People analytics in organisation design: Find out how data-driven insights contribute to strategic decisions in team design and span of control, with examples from Partners Group.   Variations in team sizes across job functions: Find out how team size impacts management across different industries.   Correlations between team size, performance, and resignation rates: Examine how team size and span of control influence key performance metrics and employee turnover.   Date: Thursday 18th April Time: 2 pm GMT / 3pm CET Duration: 45 minutes Register now to secure your spot: https://lnkd.in/g9dKwR7J

What does the Reward and People Analytics team at Catalyst Partners do? Listen to Lucy Bills as she discusses the exciting roles the team works across and the wide array of companies within the financial and professional services sector. If you're looking to hire exceptional talent or exploring your next opportunity within the Reward and People Analytics space then reach out to the team today or check out our website to find out more about what we do! Link is in the comments #hr #reward #hrtalent #peopleanalytics

Today was a fantastic day at the U.S. Department of State spent providing personalized support to our clients and engaging one-on-one with our key talent development stakeholders. I'm incredibly proud of my team for transforming this idea into impactful action! 🚀 #teamwork #clientengagement #talentdevelopment"

It all starts with the staff. Motivated, inspired staff who are not micro-managed are more productive, give better customer service and likely produce a less toxic workplace. They will be eager to learn and grow, which permeates everything you do. For private companies, it will lead to greater efficiency and likely profit; for not-for-profits, it will likely lead to better donor retention, better programmes and greater impact. More monitoring of staff performance doesn't inspire better performance. Taking time to talk with staff, to listen to staff, and to ensure they know how their role contributes to the organisation's purpose will reap far better rewards. Some simple staff surveys completed regularly can help to know how the staff are doing. How inspired are your teams? What can you do today to let them know they are valued? When was the last time you carried out an anonymous staff survey? If you want to talk more about how staffing issues permeate your organisation's overall performance get in touch with us.

I am delighted to share the 2024 Eton Bridge Partners Ltd CPO Pathways Report, brilliantly curated by my colleague Olivia Sharp in partnership with BoardEx. For those of you new to this report, it analyses some of the key trends seen in the market for CPO roles and the career pathways to appointment. This report is insightful reading for anyone within the People/HR field, but in particular for: 💡 Those aspiring to their first appointment as a CPO 💡 Those already in the CPO role and curious about the market 💡 Businesses looking to appoint a CPO There are some fascinating insights, with a few that peaked my curiosity in particular: 📌 CPO appointment volumes have fallen year on year, in some places by 30-40% 📌 Generalist skills are still seen as a critical capability for the CPO role 📌 Candidates from outside the HR function are 3 times more likely to move into a CPO role, than candidates coming from within a HR Centre of Excellence I'd love to hear your views. You can download the full report by following the link below. Do let us know what you think 😊 https://lnkd.in/eg9v_kb5

I've been saying it, and I've seen a bunch of other folks saying it in the last couple weeks: If you're interested in building a skills-based organization, focus on the problem you want to solve. But what problems can skills help solve? Here are a few ideas to get you started - and I'm curious to hear what others think! - Employee retention (career pathing, retaining top talent, focused professional development, internal mobility) - Talent/recruitment focus - Succession planning - Strategic L&D investments - Diagnosing performance gaps in the workforce (I realize this post may come across as a bit "a solution in search of a problem" - but there are real business problems to be solved with skills data, we just need to connect the dots!) #skillsbasedorganizations #skillsdata

Thanks for sharing Christian Ter-Nedden, CRP, GMS . Very insightful.. the importance of feedback.. not the year end feedback dump but the monthly feedback sessions!!.. Such a small effort with far reaching impact!!!.. the employee feels that ”organisation cares and the employee matters”. This article highlighted the much neglected aspects of ”high performer bias” and of course the gender bias. Very interesting read!!💡💡💡

This is a great article talking about how companies and policy leaders are coming together to implement and scale Skills-Based hiring. I found the framework on 1/Assessing skills, 2/Non-degree credentialing and 3/Data mobility a practical approach that many companies could follow. Kudos to Jobs for the Future (JFF) partnering with companies and SHRM to bring these strategies to life!

We’re currently experiencing a significant talent crisis, characterised by more job openings than people looking for work and many workers not wanting to “give it their all.” As a result, companies struggle to fill essential roles, resulting in prolonged vacancies that hinder their growth and operational effectiveness. Here's Rob Levin with WorkBetterNow, to share some key steps you can take to make sure your business stands out when attracting top-tier talent: https://lnkd.in/gMGB_Wmv

In a survey of nearly 5,000 professionals, boredom and the need for a challenge topped the list of reasons for job-hopping. 🥱 With organizations vying for top skills and talent, losing employees to competitors can be a costly blow. So, how does your business keep employees engaged, and motivated to avoid the risk of talent drain? #EmployeeRetention #SkillsAndTalent #GoFIGR #EmployeeEngagement