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AtricleZine - 5 Best Practices for Retaining Your Best Talent
Middle East CareersJobs in the Middle Eastern countries continue to be highly sought by people of various backgrounds. Jobs in certain countries such as Saud-Arabia, Qatar, Dubai, Bahrain and other neighboring countries are still high in demand. Unfortunately, the channels and infrastructure to look and apply for Middle East careers are limited and not as easy as finding jobs in certain markets such as the North American job market.The following provides certain trips for candidates to pursue job opportunities in the Middle Eastern countries.- Although you can use the services of web based agencies that claim to help you find jobs in the Middle East, be very careful. There are a large number of companies that are simply scams. The best way to approach Internet base
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars,
"You want to do what?"Uh-oh. Getting some signs that your husband may not be thrilled with your decision to work fewer hours?If you're married, your decision to change to less than full-time work is not an independent one. As with your boss, there's some convincing to do.But at home, unlike at work, you have the advantage of intimacy and discussion over time.Let your husband express personal opinions, concerns, and ideas about your plan. This communication process can help you develop the support you'll need for ongoing success.Use this checklist to guide you in your discussions together._ We've discussed how the quality of our family life is affected by our hectic and/or materialistic lifestyle._ We've discussed what we would like to improve in
Because employees now know they are potential free agents, they are looking for the best package, not just more money. Who are the people you would hate to lose? It's time to use these five best practices for retaining your top talent so they aren't as eager to see if the money is greener on the other side of the fence.
1. Give them a quality team
Top talent wants to work with other top talent. Most sports are set up where the worst team gets the top talent in the next draft. No longer do players willingly accept this. Some ask to be traded; others refuse to go to the team that wanted to draft them. John Elway was ahead of his time in this refusal. They all say they want to play on a winner.
Employees are singing the same song. The best talent wants to be part of a team awash in great talent. Why? Because they know they will be challenged to improve, they know the coworkers understand how to pull their own weight, and they will respect those they work with.
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars,
What is the most valuable asset that your firm possesses? Is it your technology, trade secrets, credit line, or customer base? Although we realize the importance of these, most of us believe that our people or our leadership teams are most valuable to us. However, there is another asset that may be even more important as your business matures. A good name or reputation allows your firm to attract quality leaders, excellent employees, key customers, and financing.Proverbs 3:4 tells us that we should desire the favor of both God and Man. We are reminded that a good name is more valuable than great riches (Proverbs 22:1). In a business environment in which we demand performance quarterly and we exchange CEOs more often than our cars, a good name is a rare commodity.In recent months I
1. Give them a quality team
Top talent wants to work with other top talent. Most sports are set up where the worst team gets the top talent in the next draft. No longer do players willingly accept this. Some ask to be traded; others refuse to go to the team that wanted to draft them. John Elway was ahead of his time in this refusal. They all say they want to play on a winner.
Employees are singing the same song. The best talent wants to be part of a team awash in great talent. Why? Because they know they will be challenged to improve, they know the coworkers understand how to pull their own weight, and they will respect those they work with.
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars,
For many people organizing a fundraising event can be quite tricky. But below we provide a number of different ideas that you may want to try for your next fundraising event. However in order to maximize your fundraising event idea to achieve maximum success it is important that you create public awareness of it within the community where you live. It is vital that you tell these people they reason as to why the fundraising event is taking place and where it will be held.Now let us look at some different fundraising event ideas which you may want to consider.1. Rubber Duck DerbyThis is not only easy to organize but it can be a great fun fundraising event as well. Plus you can scale it down to fit the size of your group's supporter base. However, what you will need is
Employees are singing the same song. The best talent wants to be part of a team awash in great talent. Why? Because they know they will be challenged to improve, they know the coworkers understand how to pull their own weight, and they will respect those they work with.
Your top talent is looking for more top talent, and so should you be if you want to keep what you currently have.
2. Provide perks they value
The best expect to be treated that way. Top talent expects to be treated like they matter to an organization. Google is on the fast track and they know without top talent they can't stay the course. They offer their employees free car washes and oil changes in the parking lot while they are working. Other top talent organizations frequently offer exercise facilities free for use during working hours. They know it keeps the employees alert, fresh and demonstrates that employee health is important.
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars,
Recently, I’ve written some articles blasting customer service units that don’t provide service.I chronicle how I haven’t been able to get a capable service technician out to repair a brand new clothes dryer, and we’re going on three weeks, two missed appointments, and about eight loads of laundry that had to be transported and then retrieved several miles away, just so I could use them.I mentioned that there are ten major LIES that service folks tell, ranging from “Your call is important to us,” to “I’m the supervisor.”I earn a living training service folks and their managers to be better in their occupations, so you might expect me to not bite the hand that feeds me; to be respectfully silent about corporate miscues.But I’m not, because I’m an observant and vocal C
One executive in one of my audiences told me he provides a break room for his employees. In fact, he proudly offered, "It is a profit center for my company!" I challenged him to consider offering break room contents for free so more profits could appear on the bottom line and not the break room line item. Take care of the people taking care of you!
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars,
Adolescence brings with it many challenges – for both parents and kids. Young people, still new to the world, are embarking on a journey to discover their passions, joys, and authentic self-images. More often than not, however, their journey more closely resembles an elongated stampede of enraged elephants than it does an innocent soul-searching endeavor. But no one said growing up would be easy.And there are young entrepreneurs out there who see the world in a truly positive light. Sure, they have their ups and downs like most teenagers, but they are motivated, focused, and want to make a difference.Who are these kids? How were they raised? What do they have in common with one another? At the risk of making some sweeping generalizations, I will paint the picture of the young, con
When I work with Duke University and stay at their Dave Thomas business center, I know at the end of the hall is a break room filled with snacks from coffee, to granola bars, to Dove bars in the freezer -- free of charge. It is not abused, or raided, but it is appreciated and almost expected. When you are the best, you expect to be treated as such.
3. Keep the job exciting
This is the biggest challenge for business leaders because it has never been as important to keeping good talent as it is now. Not only are competitors better and making job opportunities sound fantastic, but we are becoming a society where everyone is ADD! We constantly are looking for the excitement, the adrenaline rush, or the thrill in our entertainment and our personal lives. Television programs shift the camera angle on average of every 3.4 seconds. Cruise lines now offer constant activities such as rock wall climbing. Sporting events fill breaks in the action at stadiums with music, cheerleader routines or on field entertainment. If every part of our lives are filled with this stimulation, why should work be any different?
Leaders need to be sharing their excitement for work. If the manager is down trodden the workforce will reflect that and the top talent will be looking for the exit door. Exciting leaders encourage excitement in others and create work environments that buzz with excitement. Top talent thrives in top working environments. Great sales people love the excitement of "fresh meat." Give them new client to work with, new elephant prospects to try to land, keep them in the field and out of meetings. Ask your best people, what can add excitement to their work day. They will let you know how to create a work environment that will keep them.
4. Challenge them regularly
When I talk about creating challenges I am not referring to constantly giving them higher quotas, or being a manager who is very "challenging" to work with. In fact, those two ways are sure to drive off top talent.
To challenge your top talent, get them involved with problem solving. Not reaching the market share you desired? Ask them what they are seeing in the field. Not maximizing your line efficiency? Don’t ask the engin
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