Employees have adopted a consumer mindset about who they work for, and the value a company provides to their personal and professional life. They
Maria C Forbes
Call Me When… You need to assist owners and key decision makers in defining roles and engaging talent as part of business growth and transition planning. Convert people strengths into business performance.
When a valuable employee tells you that they’ve received a job offer from another company, making a counteroffer may seem like a no-brainer. But
What is a Unique Contributor? Employers that are committed to engaging the reliable strengths of their teams cultivate what we call a Unique Contributor
Being new at anything is difficult for a period. New team members try to get their bearings and begin to feel like a resident
One of today’s biggest business challenges is based around talent. Leaders are attempting to overcome employee turnover and a finicky talent pool. The hiring
How a successful women-owned company gets its teams into positive gear every day. On multiple occasions, I have experienced something noteworthy, something different and
Get your people to stay, a growth strategy. According to a recent report by McKinsey, employers are misunderstanding the reason for the Great Resignation.
When formulating incentive plans for your teams, it’s important to look beyond the numbers. Are the job responsibilities and expectations clear and defined? Are
Giving negative feedback is never easy and is even more challenging in a virtual work world. It’s always best to have difficult conversations in
When trying to identify the right people for your organization, you may need to go back to the basics. Are you simply writing a
Last week I started discussing the value of self-directed teams and their role in your business success. You may believe that you don’t have
As a leader, you may feel burned out by daily tasks and frustrated with the lack of growth in your business, but are you
I have served as a mentor for young professionals for several years. And while their experiences are varied, one common theme remains – when
The CDC found that the average cost of a habitually absent employee is nearly $1,700 per year. If you have chronically absent employees, you
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