Randstad’s Post

First and foremost, leaders should identify staff problem by asking several questions: What made staff resign from the current position(s)? What can the organization do to show initiative they care about the staff value and contribution? At what point should leaders accept accountability and correct the problem to avoid a high turnover staff rate?

📚 Ever wondered how top companies maintain a happy workplace? Two years ago, a professor introduced me to a leading management magazine, which helped me explore business strategy, leadership, and innovation. Here are some key points from an insightful Harvard Business Review article, "Designing Work That People Love": 📈 High Resignation Rates: Companies struggle to fill vacancies despite pay raises and perks. 🔍 Root Causes: Jobs are often stressful, meaningless, and unlovable. 💡 Proposed Solution: Leverage employees' unique skills and passions, make them key stakeholders, minimize standardization in performance management, and trust individuals to achieve their goals their way. 🌟 Positive Impacts: Small improvements in job satisfaction can reduce burnout and improve engagement. Companies embracing these principles see positive impacts on retention and performance. As an aspiring HR professional, I believe these practices are crucial for a thriving workplace. Recognizing and leveraging employees' unique strengths boosts morale and productivity. ⚠️ Embrace employees' unique skills and passions. 🔥 Reduce burnout and improve engagement. 🎯 Prioritize individuality and minimize standardization for better retention and performance. 👉 What strategies do you think are most effective in creating a positive work environment? Share your thoughts in the comments! P.S. A special thanks to my Professor Devananth S from Meenakshi Sundararajan School of Management for introducing me to this invaluable resource. #HumanResources #WorkplaceCulture #Leadership #HarvardBusinessReview #EmployeeEngagement #HBR #vaibhavsisinty

Ever wondered how some companies manage to keep their top talent for years while others struggle with high turnover? Let's dive into the strategies that industry leaders use to create a workplace where employees want to stay and grow. As much as we love to hear the ONE perfect "how to" guide - it's not as easy as that. Your employees are human first. And the one thing we have in common is that we are all different and with that comes different preferences, desires and needs. Depending on age and life circumstances topics like security, salary, status, career opportunities or recognition have different priorities. Research says the biggest three reason why people leave are:   1. A bad direct Manager 2. No advancement/   development 3. More money As a Leader, ask yourself what you can control and focus on this: Be kind, be a good person, trust your people. If you have the luxury of internal Organisational Development, ideally their strategy will include the following. 🌱 Growth Opportunities: Investing in employee development and clear career paths 🤝 Sense of Belonging: Fostering an inclusive culture where everyone feels valued 🎯 Purpose-Driven Work: Connecting individual roles to the company's mission 🏆 Recognition and Rewards: Acknowledging and appreciating employee contributions 📊 Work-Life Balance: Prioritizing employee wellbeing and flexibility 💬 Open Communication: Encouraging transparent dialogue at all levels 🚀 Empowerment: Trusting employees with autonomy and decision-making power By focusing on these areas, companies create an environment where employees don't just work – they thrive and flourish. What retention strategies have you found most effective in your organization? Share your insights below! 👇 #EmployeeRetention #WorkplaceCulture #TalentManagement #LeadershipStrategies

Your moment of Business Zen… What would happen if the 28% average figure of purpose-oriented employees were to dramatically increase? “It would fundamentally change the culture and performance of the organization.” - Aaron Hurst is the author of The Purpose Economy, and CEO of Imperative. This article is 8 years old and much has changed in the workplace since the global pandemic.. or has it? https://lnkd.in/gBGDH6Mw

Working in HR for many years, here is what I know for sure. 1. Offering flexibility isn't a perk, it's a necessity. 2. Employees don't leave companies; they leave bad managers. 3. Pay your employees what they are worth, or another employer will. 4. Prioritizing a healthy work culture and genuine leadership is the foundation of success. 5. The most successful companies prioritize their employees over anything else. 6. Tolerating toxic behavior is an open invitation for your company to be a revolving door. 7. A great culture is not about free lunches and happy hours. It's determined by what a company celebrates and tolerates. 8. Employees who feel valued, appreciated and connected fosters trust, respect and open communication. 9. Employees are evaluating the employers just as much as the company is evaluating the employees. A one-sided employer-employee relationship won't attract or retain top talent. 10. During a performance review, when employees are given feedback, they, in turn, should also be able to provide feedback on the company and their experience working there. 11. Recognition and appreciation go a long way in boosting morale and productivity. 12. Investing in employee development is investing in the future of your company. 13. Transparent communication from top to bottom builds a resilient organization. 14. Mental health support is not optional; it's crucial for a sustainable workforce. 15. Trust your team to do their job well, and they'll often exceed expectations. These are lessons learned through years of experience, and they continue to hold true. Let's build workplaces where people want to stay, grow, and succeed. #hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #talentnexa #aach

If you’re in communications or HR, you’ve likely been told to speak the language executives understand – business performance. The next time you’re in a meeting with executives discussing talent retention, productivity, or agility, arm yourself with data proves that culture drives business performance. How? 👇 📢Retention: Employees are 1.8 times more likely to stay if they feel like full team members, and 1.5 times more likely if they believe management cares about them. 📢Agility: Workplaces are 1.3 times more likely to be agile when employees feel involved in decisions impacting their work. 📢Extra effort: Employees are 1.6 times more likely to go above and beyond if they feel recognized, and 1.3 times more likely if they feel they are paid fairly. Leaders shape our work experience. Make people feel they matter, have value, and are heard – and they will work hard for you, stay with you, and help you outperform your competitors. There's no shortage of metrics at Great Place To Work US. Let us help you create a better workplace for your people. Don't hesitate to reach out with what you need! #HR #communications #companyculture #gptw4all

Ditch futile initiatives, says Forbes. I say this all the time. Work won't survive into the future without either increasing coercion and control (let's not so that) or by redesigning work so that it's restorative. I'm glad Forbes agrees with me :-) I'm going to reflect a bit on this in a post tomorrow, but for now, you can read the article below. "2024 is going to be a tough, uncertain year. To make sure employees can still be engaged and productive, business leaders need to ditch futile initiatives, and instead help workers meet a fundamental need: a sense of belonging at work." https://lnkd.in/eqpqHTrW

What are the hot trends in the workplace for 2024? Among the 9 trends depicted in this new article from Harvard Business Review , I'd like to suggest a solution to number 4. (link to the article in the comments) As an observer of the workplace, I can confirm that remote work is potentially creating more conflict. Resolving conflict does not have to be difficult, although it takes some letting go of ego. Here is one way to do it: Whenever someone comes with an idea you totally disagree with, the immediate temptation is to defend your position. It quickly turns into a competition where one is "winning" the argument and the other loses. To avoid this, consider to play the "Yes and..." game. The idea is that any opinion can be 10% right at least. So instead of refuting an idea or opinion, you build upon it. Use the statement "Yes, what I like about what you are saying is... [then rephrase the 10% you agree with], and ... [then build to expand the thinking of both ideas]. It is not very difficult, and it's very effective in avoiding conflict. What is your goto strategy to avoid conflict? #leadershipdevelopment #conflictresolution #teamcoaching #hrstrategies

✨Nurturing Human Spirit In The Workplace✨ Recruiters, are you dealing with consistent turnover in one department? Are the folks departing talented individuals? Let's not point fingers (cough) micromanagers! In a quest to cultivate a desirable workplace, let's acknowledge the profound impact of micromanagement on stifling the human spirit. At its core, nurturing a teams' potential requires an environment rooted in trust, empowerment, and genuine encouragement. 🌿 Micromanagement clips the wings of creativity and ingenuity. Let's create space for our teams to spread their wings, explore, and innovate freely. By doing so, we not only honor their individuality but also unlock their fullest potential. ⏳ Every moment spent micromanaging is a missed opportunity. Instead, let's invest our time in meaningful connections, mentorship, and fostering an environment where personal growth and well-being thrive. Managers, I hear what you're saying; in a world where employees are hyper-aware of micromanagement and may find new employment at the first perceived trace of it, how do we effectively manage work performance issues? Some of that is for another post - tune in next week - but suffice to say there's more than one way to...well you know. In the meantime, identify and articulate the WP issue with the employee and then develop a plan of action, accepting some responsibility in implementation. That's a far better strategy than identifying the WP issue, never bringing it up but consistently controlling the employee without a plan. #EmpowermentAtWork #LeadershipJourney #RespectAtWork #WorkplaceCulture 🌟Let's endeavor to create a workplaces where the employee flourishes, and every individual is empowered! 🤝

Reasons why some companies struggle to retain their top talent (Solutions in comments!): 👇 ▫ Poor Management - One of the most common reasons why companies struggle to retain top talent is due to poor management. When employees feel neglected, undervalued, or micromanaged, it can lead to high turnover rates. ▫ Lack of Career Growth Opportunities - Employees want to feel like they can grow and advance within their company. When there are limited opportunities for career growth, employees may start to look for opportunities elsewhere. ▫ Low Employee Engagement - Employees who are not engaged in their work are more likely to leave their jobs. Companies need to work on creating a positive work environment that engages employees and fosters a sense of community. ▫ Inadequate Compensation and Benefits - Compensation is a significant factor in employee retention. When companies don't offer competitive salaries or benefits packages, it can lead to top talent seeking employment elsewhere. ▫ Culture Misalignment - Companies with a negative or toxic culture are likely to struggle with retaining top talent. Employees want to work in a positive and respectful environment that aligns with their values and beliefs. ▫ Lack of Work-Life integration- Companies that don't value work-life integration may find it difficult to retain top talent. Employees want to work for companies that prioritize their well-being and allow them to have a healthy balance between work and personal life. #humanresources #hrconsulting #employeeretention #retainingtalent