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Executive velocity winning the war for talent v2

Executive velocity winning the war for talent v2






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  • ----- Meeting Notes (9/30/12 09:05) -----Implications:communicationsleadership stylerewards/recognitionlearning styles
  • EvaluateRetainDeployTouch on Attract

Executive velocity winning the war for talent v2 Executive velocity winning the war for talent v2 Presentation Transcript

  • introducing Winning the War for Talent
  • What are your major talent concerns? Poll Developing leaders & succession planning Retaining employees at all levels Managing & delivering training programs Creating career paths & challenging job opportunities Sustaining employee engagement/ morale
  • MajorTalentConcerns Source: Deloitte, “Talent Edge 2020: Blueprints for the new normal” 32 33 34 35 36 37 38
  • Agenda Causes for the war for talent Benchmarking passion in the workplace Steps to increase employees’ passion Low cost techniques Other resources
  • Demand vs Supply Trends
  • Demand vs Supply Global trends Shift in cultural diversity Shift in age & population Demand for knowledge workers
  • GlobalPopulationTrends Rank Country 2011 Country 2030 1 China 1,336,718,015 India 1,460,743,172 2 India 1,189,172,906 China 1,391,490,898 3 US 311,050,977 US 365,683,198 4 Indonesia 245,613,043 Indonesia 288,678,451 5 Brazil 203,429,773 Nigeria 263,625,805 6 Pakistan 187,342,721 Pakistan 242,861,643 7 Nigeria 165,822,569 Brazil 240,172,633 8 Bangladesh 158,570,535 Bangladesh 211,287,894 9 Russia 138,739,892 Ethiopia 162,490,305 10 Japan 127,469,543 Philippines 138,332,519
  • U.S. Population Trends 0 10 20 30 40 50 60 70 80 White, not HispanicBlack American Indian, Eskimo, & AleutAsian & Pacific Islander Hispanic origin (of any race) Percent of the Population by Race and Hispanic Origin: 1990, 2000, 2025, and 2050 1990 2000 2025 2050 Source: U.S. Census Bureau, Population Division
  • Generations in the Workplace (in millions) Traditionalists (<1946) Baby Boomers (1946-1964) Gen X (1965-1979) Gen Y or Millenials (1980-2000) 0 20 40 60 80 1 77 55 80
  • Not enough talent available Aging population will exacerbate problem. Increased diversity of cultures and ages Workforce Trend Review
  • Attract & Retain Motivate & Develop Evaluate Deploy & Manage Systems & Tools Sustainable Change Talent Management Strategy Cycle
  • Talent Assessment Be proactive
  • Review Strategic Plan with Talent Needs Assess Key Employees Identify Talent Gaps Quarterly Review Ongoing Talent Assessment
  • Talent Worksheet Strategic Initiatives (next 18 months) Person Accountable Development Needs Responsibility Shift To Whom Implement new CRM system by 12/31/12 Southeast Sales Mgr, Tim S. Software evaluation Training for new sales reps Unknown at this time, new position?
  • » Determine gaps in talent and hire ahead of needs. » Develop talent within organization through stretch assignments, formal training, coaching, & mentoring. Key Ideas
  • What are your thoughts and questions? Talent Assessment
  • What makes your company special to its employees? How do your employees describe the company to their friends? Poll
  • which is your employee?
  • Passion vs Engagement What is the difference?
  • Passion vs Engagement Engagement is an emotional commitment or involvement Emotions impact our behavior Passion is a strong liking or desire for or devotion to some activity
  • Measuring your Retention Potential employer brand surveys employee surveys
  • How often do you survey your employees? Poll More than once a year Annually Bi-annually Randomly Never
  • Internal low cost External higher cost, industry benchmarking, research validation- questions work at all employment levels, reporting capabilities
  • Leadership Strategic Plan Communications Work Environment Training Current Position Fit Career Development RecognitionValues and Purpose Relationship with Manager Survey Components
  • Survey Rollout pick a good time 3 months prior introduce survey 1 month prior give preview give them 2 weeks to complete send email reminders
  • Best Companies Group www.bestcompaniesgroup.com WorldBlu www.worldblu.com Quantum Workplace www.quantumworkplace.com Great Place to Work www.greatplacetowork.com Survey Share www.surveyshare.com CreateSurvey www.createsurvey.com Survey Resources
  • What are your thoughts and questions? Survey Process
  • Improvement Creating your Plan
  • Creating your Plan low hanging fruit Implications for diversified workforce Communicate results and improvement plan to employees Share on-going progress
  • Sample Improvement Plan Improvement Areas Score Improvement Steps Who Due Date Target Goal Cost 1 LEADERSHIP 78 CEO 82 1.1 UNDERSTAND COMPANY VISION Company Meeting to tell the vision "story" CEO 11/30/2011 none Develop and deliver "vision" training to all managers TRAINING 1/15/2012 low cost Create "vision" video MARKETING 6/1/2012 costly 2 RECOGNITION 79 TRAINING 82 2.1 MY MANAGER RECOGNIZES MY GOOD WORK IN A TIMELY MANNER Identify managers who need to be trained in this area TRAINING 12/30/2011 no cost Train managers on techniques for recognition TRAINING 2/28/2012 low-mid cost Integrate recognition into management performance reviews HR 1/1/2012 no cost 3 WORK ENVIRONMENT 76 HR 80 3.1 IRREGULAR TEMPERATURE Order Fleece Jackets w/logo PURCHASING 12/20/2011 low cost
  • What are your top obstacles to managing talent? Poll Sr. Mgrs. don’t spend enough high-quality time on TM Org. is “siloed”; doesn’t encourage sharing & collaboration Line mgrs. Not committed to developing people Line mgrs. unwilling to differentiate (top, avg., underp erformers) Sr. Leaders not sufficiently involved in TM strategy
  • GlobalPopulationTrends
  • Implement On-going Talent Assessment Annual Engagement Survey Plan & Execute Engagement Improvements Remember and Prepare for Obstacles What are my action items?
  • www.perfectlaborstorm.com www.employeeengagement.ning Drive - Daniel Pink The Dream Manager - Matthew Kelly Love ‘Em or Lose ‘Em - Kaye & Jordan-Evans Techniques for Increasing Employee Passion* Employee Engagement Improvement Plan* Generational Preferences Overview* *Resources available via email request: beth.miller@executive-velocity.com Talent War Resources
  • Beth Miller beth.miller@executive-velocity.com 404.451.3726