Startups are moving the business at the moment, given the fact that many successful entrepreneurs are starting their new projects within this environment, especially if they're tech related.
The New Strategic Talent Imperative: Why HR Leaders Should Be Setting An Organization’s Innovation Agenda
The increased focus of mature organizations in developing a more innovative culture and set of actions is a crucial opportunity for HR / Talent leaders to play a leadership role. This whitepaper examines a range of actions that HR / Talent leaders can take to drive this strategic imperative.
Keeping employees and avoiding turnover has never been easy. There is no difference based on the amount of employees. Whether it’s a few dozen or a few hundred, trying to maintain and upkeep employee happiness takes dedication, persistence, and one strong cup of coffee (maybe two or three cups, if we’re being honest).
There are literally thousands of articles on the internet giving advice on how to motivate employees — it’s not exactly the rarest of topics. However, this one is going to be a little different. I’m going to give you a list of five ways to motivate your employees that not only work, they’re also a little off the beaten path.
Some years ago, I had read Seth Godin’s book, Linchpin, which detailed the importance of becoming a critical component of the workplace environment. I’ll spare you the details, but the idea was to learn and apply as much as you could so the business was reliant on your efforts.
The most successful businesses and corporations in the world place employee satisfaction on the same pedestal as customer satisfaction. These corporations understand that without a loyal, creative, and cohesive team of satisfied employees, success cannot be attained.
Why do most small businesses fail within their first year? The answers you'll get will vary depending on who you ask. I think it comes down to one thing - habits. Successful entrepreneurs engage in the right behaviors on a consistent basis, while struggling entrepreneurs practice limiting behaviors on a consistent basis. Here are 7 things to incorporate into your routine to make you a better entrepreneur.
Let’s face it, creativity separates humans from the rest of the animals. Our species has opposable thumbs and with that, it seems, the inborn drive and ability to alter our environment. No wonder the topic of innovation ability provokes such primal emotions. Yet — like speed, intelligence or artistic talent — innovation talent is NOT distributed evenly across humanity. Given this truth, what is the best approach to driving more innovation in your workforce?
In many organizations, work is pretty consistent and predictable: go into the office, perform your tasks, and go home. Many people spend years doing their jobs without much advancement or ongoing career development.
Hiring is a deeply imperfect process that probably has as many misses as hits. You’ve probably seen it in action: a new hire looks perfect on the paper and interviews well but has mediocre performance or clashes with co-workers constantly. Finding the person with the right skills is hard, but there are ways to pick more of the right candidates for a job.
When your employees are directly and fully engaged, you will notice that their morale and overall level of job satisfaction are high. They are motivated to work harder and smarter for your company, and the result is high productivity and perhaps less employee turnover.
More and more companies are looking to understand and identify innovation talent. Why? Because if companies understand how to encourage original thought and reward innovation efforts, they’re more likely to stay relevant and at the top of their game. Not to mention that they’re far more likely to attract and retain top talent that is interested in working for a company that is forward-thinking and rewards creative effort.
The more you allow disparate ideas to mingle and collide, the more you maximize your chances for true innovative thought to emerge. Learn all of this and more in a complimentary white paper about why innovators want to nurture workforce diversity.
When leaders foster a culture of innovation, they enable their teams to be creative, flexible problem-solvers who thrive in the face of change. But what is a culture of innovation? And how does a leader begin to foster one? Building a culture of innovation originates with embracing The 3 Cs: critical thinking, curiosity, and customer-centric design.
The legacy approach to talent selection involves matching education, length of experience and functional skills to the role. All of this makes sense as a baseline, and for well-established professions. But, we argue, selecting talent for innovation requires a whole new approach. Companies must recognize specific innovation skills that drive business outcomes. Yet today, most lack the tools to do so.