Why every business needs employee growth metrics

measure-employee-performance-and-set-goalsEmployers 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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3 ways to reward and engage your best talent

157006973Talented employees are the leaders behind successful companies. To tap into your best employees and optimize their skill sets, employers need to strive for employee engagement consistently. When your top talent loses engagement or feels that their work is undervalued, they begin to seek out other opportunities. Here are three things you can do to engage your best talent and keep them happy as they move the company forward.
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Is it time to update your workforce readiness program?

iStock_000014864068XLargeIt is very popular in today’s society to talk about the younger generations’ negative personality traits. I, as a member of these younger generations, always assumed this was just an unfair but not unusual tendency of older generations to complain about “what the world is coming to.”

However, this belief that younger people are lacking certain skills has spread beyond the casual conversation and has become a talking point in the workplace.

According to a study by the Society for Human Resource Management (SHRM), employers around the country believe that the workforce is ill-prepared to meet today’s business challenges. A majority of hiring managers interviewed said that those just entering the workforce are missing both the soft and hard skills necessary to succeed.

With the Baby Boomer generation slowly retiring out of the workplace, and no qualified replacements joining the workforce, employers must now take steps to build up and retain their employees to prevent major talent gaps.
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Cultural fit in marketing departments

OJP0024131In most marketing departments, cultural fit is defined as having a strong set of soft skills as well as values, beliefs and behavior that are in line with the organization’s culture.

Skills can be taught or improved. Finding a candidate with the right personality and character traits, on the other hand, is often more difficult.

Whether you’re recruiting or seeking employment, cultural fit is something that should be kept in mind throughout the entire hiring process. From the initial phone interview to the final skill assessment — cultural fit is often a deciding factor when it comes to hiring employes, especially in marketing departments.

Cultural fit within a marketing team highly affects work ethic and creativity. It is, therefore, considered by many as a crucial component to building a strong team. Every team will have different dynamics, and it’s important that each team member understands what holds the team together – what makes it tick. For example, having similar working hours, a sense or urgency, and a handle on priorities will help tremendously in building a cohesive team as well as establishing a comfortable, result-driven culture.
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Multi-generational employee motivation

The modern workforce now includes employees spanning four distinct generations. This may not seem significant, but the differences between these generations go beyond age—each has its own knowledge, strengths and weaknesses. Managers must know how to work with each to maintain a successful business.

Managing employees across various generations is difficult, but if you understand a little bit about each generation you will understand what motivates each to maximize their output and leads to a fulfilling opportunity for everyone.

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Traditionalists

As members of the World War II generation, Traditionalists are conventional, frugal and they command respect. Although most are now retired, they are still a part of the modern workforce. As a manager, you should reinforce their need for structure by formally acknowledging their successes and help younger employees follow the written chain of command when interacting with them. A little bit of officially recognized feedback will go a long way with these employees.
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Top Reasons IT Projects Fail

STEM skills worker in the fieldManaging an IT project and seeing it through to completion usually requires more than simply monitoring a team and motivating employees. After all, Project Manager is a very broad job title. Even though the shortage of resources is one of the many reasons IT projects fail, it goes deeper than that.

According to Virginia Tech, most IT projects will go through five stages:

  1. initiation
  2. planning
  3. executing
  4. monitoring
  5. closing

This is often referred to as the project’s life cycle. But why exactly do IT projects fail? And what can project managers do to reduce the failure rate?
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