Ten Thousand Coffees’ Post

🚀Why do your top IT managers quit? It's a question that many organizations face at some point and the reasons can be many; compensation, feeling micromanaged, wanting a better boss, lack of career advancement, the list can be long. BUT understanding WHY they leave is key to understanding HOW to improve retention. 💡 Read on to see how you can stop guessing what your managers want and learn to create "Intentional Retention". 🎯 What strategies have you found effective in retaining top talent? Share your thoughts in the comments below! Let's keep the conversation going! 💬 ⬇️⬇️⬇️ #ITLeadership #tekne #EmployeeRetention #BusinessSuccess

As an employee, have you ever felt motivated to keep growing and take on new challenges, but your company didn't have a clear path for your career plans? If you are a manger now, don't let your top performers feel stagnant and undervalued. Check out this article from Harvard Business Review for tips on how to retain your best employees: https://lnkd.in/dBjrVBbb #careerdevelopment #leadershipdevelopment #managementtips

The saying goes that employees don’t quit jobs – they quit managers. Jessica Burkland, Babson College Assistant Professor of Practice, shares with Inc. Magazine how professional development for managers can help mitigate employee departure risk.    More thought leadership on instilling purpose in employees, and the power of customized training for your organization: https://lnkd.in/d_wqxRP2 #FutureOfWork

73% of frontline employees cited a manager who supports their career progression as key to their career advancement. Yet, frontline supervisors themselves are often overlooked and under-resourced. We interviewed companies, workforce organizations, and frontline employees to identify the most effective strategies for equipping frontline managers to lead and thrive. Read Manager Mindsets here: https://lnkd.in/e4xpfuNp #frontlineemployees #opportunityemployment #managers #supervisors

The mantra "hire slow, fire fast" has long been a staple in business management, advocating for thorough hiring and decisive terminations to maintain team efficiency and morale. However, its application in today's dynamic and complex work environments may require a reevaluation. BTF point of view: Instead of "hire slow, fire fast", adaptive, people-first leaders hire smart, invest (and/or rotate) thoughtfully, then facilitate an exit with grace (as the situation dictates). Simple, not easy. #bigthingsfast #leadershipdevelopment #talentmanagement #talentdevelopment #peoplefirst #humancapital #adaptiveleadership 📚 Buy Big Things F@$t: https://lnkd.in/gHv4fdcx 🎓 Be the Difference: DM Marcus Dimbleby

It’s a big deal when an incumbent retires, and this transition time gives leaders and owners a chance to assess the soon-to-be-open role objectively. It’s trickier than it sounds. In many cases, a role has morphed over time to align with the incumbent’s strengths, priorities, and even personality. So, here’s the question leaders and managers must ask themselves: How can we define (or redefine) the role now to accurately reflect what we need from a new hire and support the needs of the team/company moving forward? Read more in our April blog post. https://lnkd.in/gMU2uYQU

It’s a big deal when an incumbent retires, and this transition time gives leaders and owners a chance to assess the soon-to-be-open role objectively. It’s trickier than it sounds. In many cases, a role has morphed over time to align with the incumbent’s strengths, priorities, and even personality. So, here’s the question leaders and managers must ask themselves: How can we define (or redefine) the role now to accurately reflect what we need from a new hire and support the needs of the team/company moving forward? Read more in our April blog post. https://lnkd.in/gaZDcJ6r

It’s a big deal when an incumbent retires, and this transition time gives leaders and owners a chance to assess the soon-to-be-open role objectively. It’s trickier than it sounds. In many cases, a role has morphed over time to align with the incumbent’s strengths, priorities, and even personality. So, here’s the question leaders and managers must ask themselves: How can we define (or redefine) the role now to accurately reflect what we need from a new hire and support the needs of the team/company moving forward? Read more in our April blog post. https://lnkd.in/gRB9tEq9

A reputation as a good employer is the best way to attract the top talent. That means that taking care of your former employees is not only the right thing to do, but is also good for business. Outplacement Services ensure that your exiting employees will land on their feet and smoothly transition to the next stage of their careers rather than ruminating on conflict and publicly criticizing your business. #staffing #recruiting #coaching #leadership #jobopening #nowhiring #employment #ClarksConsultingConnection #networking #consultation