1. Did I/we meet our goals for 2015? Why or why not?
2. Have we prioritized goals and direction for 2016?
3. Are we (globally, all leaders) prepared for the challenges of 2016?
4. Do we have operational/functional plans to support our corporate strategy going forward?
Answer these truthfully, and you'll bring some clarity to reasons for 2015 results, and a preview of 2016 challenges and efforts.
Triangle Performance LLC's 2015 Survey of Senior Leadership (our eighth annual) is available. With almost 15% more respondents than last year, it's a rousing success, and as usual, quite enlightening!
These are attention-getting words today. It costs too much-and is too damned difficult-to find and hire good people, that finally employee turnover is having its day. It's about time.
Finding and keeping talented employees is at or near the top of nearly every senior leadership survey I've seen lately. Seems like the time should be right for the talent management gurus to show off their stuff and make a bundle. Throw a bunch of money at it and see what that gets you.
Guess what leaders? Your talent doesn't want to be managed any more than you do.
Reducing Turnover is Simple - It Can Be Easy, Too!
by Bo Carrington
Far too many organizations spend too much of their time and money trying to figure out why their employees are leaving. Maybe the question they should be asking themselves is "why would they want to stay?"
Triangle Performance LLC's 2015 Survey of Senior Leadership (our eighth annual) is available. With almost 15% more respondents than last year, it's a rousing success, and as usual, quite enlightening!
