Replacing a Derek Jeter: How to Cope When Your Top Player Quits

Derek-JeterWhether you’re a Yankees fan, a baseball fan — or not a fan at all — chances are you’ve heard of Derek Jeter. This weekend, the All-Star shortstop is sadly playing the last few games of his 20-year, remarkably consistent, Hall of Fame career. For many baseball fans, like me, this marks the end of an era. And naturally, you can’t help but wonder – what’s next for the Yankees?

How do you replace someone with that level of talent? Someone who carried a .309 career batting average, slugged over 3,000 hits, had a winning attitude and was the ultimate team player. Throughout 20 seasons, Derek Jeter had zero career ejections, zero run-ins with the media or management and a leadership skill set that made him the obvious choice for perennial team captain. Without a doubt, management will miss his impact on the team, the organization and the city of New York.

In this Yahoo! Sports article, Derek Jeter stated, “I’ve experienced so many defining moments in my career; winning the World Series as a rookie shortstop, being named the Yankees captain, closing the old and opening the new Yankee Stadium. Through it all, I’ve never stopped chasing the next one. I finally want to stop the chase and take in the world.”
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Top 5 Benefits of an Onsite Program

Adecco Onsite ProgramMany people aren’t aware of it, but Adecco actually offers a program where we have a dedicated resource sit on location at your organization to manage all of your temporary workforce needs. It’s a solution that takes the burden off of you and your team, allowing them to focus on their main tasks while we partner with you to build a great staffing program.

Here are the top five reasons to engage with an Onsite Program:

1. Recruiting

We recruit and source the top talent your organization needs—sounds simple, but it covers a lot. The Onsite Manager from Adecco handles every stage of the recruiting process. This person is solely focused on finding candidates with the right skill sets. Since our standardized vetting process is so in-depth and includes things like background and drug tests as well as skills and personality assessments, we’re able to deliver a higher caliber of employee.

2. Retention


Searching for the right candidates helps provide insight into what their needs are so that we can continue to keep them engaged with their work. Companies that have high employee morale also have employees who are 22% more productive. Several ways we address this are:

  • A well-defined onboarding system
  • 
One point of contact: we handle everything for our 
onsite associates and they can come to us directly
  • 
A rewards program
  • Administering necessary training

We’re committed to providing a positive experience to our associates, and that’s one of the things that keeps them coming back.

3. Experience

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Webinar Wrap-Up: Managing a Multi-Generational Workforce in a Customer Service Environment

employee-growth-metricsManaging the differences between the generations in the workplace has proven to be difficult for many business leaders. Generational challenges and dissimilar working styles are ever-present and can cause a disconnect between employers and employees. When you add the headaches associated with a customer service environment to these generational differences, serious operational issues can arise and impact your bottom line. Adecco’s recent webinar, “Managing a Multi-Generational Workforce in a Customer Service Environment,” helps leaders and managers mitigate these issues. In the webinar, topics include a detailed look at the generations in the workforce, leveraging generational strengths, best practices for addressing generational challenges, management tips and advice for helping the younger generations provide excellent service.

Panelists for the webinar include Bruce Tulgan (Author, Founder & CEO of RainmakerThinking), Wendy Slayton (Senior Vice President of Human Resources for Adecco Group North America), Kristen Leverone (Senior Vice President & Global Talent Development Practice Leader for Lee Hecht Harrison) and Lauren Griffin (Senior Vice President of Adecco Staffing, USA). Individuals who attended the webinar earned Human Resources Certification Institute (HRCI) credit, which counts toward the certification and recertification process for HR professionals.

If you are interested in viewing the “Managing a Multi-Generational Workforce in a Customer Service Environment” webinar, click here. For those wishing to receive HRCI credit, we will be granting accreditation through October 10, 2014 for those who watch the webinar in its entirety. Please note: In order to receive credit, you MUST complete the form that appears and provide valid information. Your HRCI credit information will be sent within a week of viewing.

If you wish to view only the slides presented in the webinar and are not interested in receiving HRCI credit, click here.
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How to recognize and reward 5 different leadership styles

Leadership-StylesWhile it is often easier to notice the work and input contributed by an extrovert in the workplace, an important attribute of successful management is the ability to recognize and reward different work and leadership styles. Below are a few work and leadership styles to pay attention to in your own workplace. Developing a holistic perspective for the different types of employees within your company is an effective way to tap into your emotional intelligence as a leader and help each of your employees grow.

Introverted

Sometimes, those working hardest are the ones “behind the scenes,” and an attentive manager will be able to notice their contributions whether or not the employee draws attention to their work or ideas. Tap into the thought process of introverted employees by asking them direct questions in meetings or at other decision-making opportunities – but don’t put too much pressure on them to answer quickly. Introverts often have ample input and ideas to offer, but they do tend to avoid direct confrontation or spontaneous pressure if they can.
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Emotional intelligence in the workplace

job tipsEmotional intelligence is the “ability to be aware of, name, and manage one’s emotions.” Beyond this, emotional intelligence in the workplace suggests an ability to understand the emotions of others and “relate to others in effective ways both personally and professionally in a wide range of contexts and roles.” Despite the misconception that decisions, particularly in the workplace, are made through reason and logic, it is actually true that “we decide 100 percent of everything emotionally and then spend hours, weeks or months underpinning these decisions with logical justifications.” In the workplace, candidates with a strong level of emotional intelligence are able to maintain a level of professionalism and adapt emotionally to accommodate a wide range of challenges. Emotional intelligence is the driver behind strong business deals, sales and marketing, and partner relationship – among many other professional situations.
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Why every business needs employee growth metrics

employee-growth-metricsEmployers who prioritize the engagement levels of their employees know that setting growth metrics is critical not only for employee and team morale but for the return on investment from each employee. Clear and tangible growth metrics drive effective growth in roles and maximize input from employees by establishing ownership for personal projects. Further, transparent and clear goals on the individual level boost company culture and team morale altogether.

Below are a few best practices for establishing metrics with individual employees.

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