Chutes and Laterals
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How to fifnd value in your employees when growth is not an option. An excellent presentation from the BHI Team.
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Chutes and Laterals
- 1. Chutes & Laterals: Developing People Sideways
- 2. Heather Graham Julie Geurin
- 6. Low turnover does not equal high engagement Source: Watson Wyatt’s Engagement Index. Looking Toward Recovery: Realigning Rewards and Re-Engaging Employees 2009/2010 U.S. Strategic Rewards Report
- 8. Employers are already reporting declines in productivity and customer service.
- 10. Employee loyalty has been in decline for decades.
- 11. Your employees may be looking for other positions as a defense mechanism but what happens when they stumble upon on interesting position?
- 13. What happens to your organization when people can leave? People want a bigger, better deal Bored employees will leave (and who is most likely to get bored?) Who will stay? And what does that mean for your organization? How long will you have to “save” employees? If you do promote at that point, what is the skills gap?
- 18. Why is sideways sometimes/often better than up? You’re not always in high growth mode Jobs are not one size fits all Your best ____ may not be your best ____ Options, options, options Geography becomes less of an issue You can always hire the best Great for recruiting!
- 22. How do you create opportunities for growth? Have to think creatively ! It is not just about delegating more responsibilities; it is about providing your employees voice and decision making power where they might not have had in the past. Examples: Letting a KM help with new menu roll-outs to other stores Letting retail store managers work with buyers Letting an hourly employee work to increase local marketing It’s about giving your employees the opportunity to add value to other parts of the business. “Great companies have been born in recessions.” This is because the doors open for new, innovative ideas and change. There is no reason that same sentiment can not be spread throughout already established organizations.
- 23. How do you create opportunities for growth?
- 25. How do you decide who goes where? Passion and interest What do they love? Ask them What do they love most about their role and/or the business as a whole Capability Passion must be tempered with talent Everyone likes to be an expert at something Passion and Ability often go hand in hand
- 31. For More Information Julie Geurin jgeurin@bhionline.com Twitter: @jkgeurin Heather Graham hgraham@bhionline.com Twitter: @heatheregraham BHI www.bhionline.com @batrushollweg
Editor's Notes
- File #: 8624910 While employers are benefiting from the reduced difficulty attracting and retaining employees, employers should expect retention risk to increase as the economy rebounds. For instance, Employees are already reporting a decline in productivity and customer service, and the loss of top-performing employees would likely exacerbate these concerns.
- ?
- Human Capital Institute recently conducted a survey and found 79% of employees are more aggressively seeking work elsewhere. This is largely due to employees perceiving more stress due to work overload and threat of layoffs. Additionally, employee loyalty has been in decline for decades.It is quite possible that your employees are looking for positions as a defense mechanism at this point; but what happens when they stumble upon an interesting position? How will your current efforts to retain them hold up against the competition?
- File #: 6443969
- ID: 919591 Level: 1
- ID: 11326823 Level: 1 ID: 5630072 Level: 1
- Stock photo | File #: 6190726