Blog posts by Donna Rhodes

On-boarding New Hires: A Foundation for Employee & Organizational Success

January 02, 2018 by Donna Rhodes

What was your most memorable first day on a new job? How did your new manager make you feel on that day? As I reflect, I met the first day of each new job with excitement and anticipation. I wondered…will the job live up to my expectations? What will it be like to actually work with the people on my team? Will I fit in with the culture of the organization…the team? Will there be in place systems and an environment that allows me to be successful and flourish? I’m willing to bet many of you have had some of these thoughts cross your minds as you started your new jobs. An employee’s on-boarding experience is critical to his/her decision whether to stay with an organization or move on. If you’re the hiring manager, typically, you have as little as 30 to 90 days to convince the new employee that they have made the right choice in joining your company. This decision can even take six months to a year as studies indicate 70% of new hires will decide to stay or leave within their first six months of employment. The employee’s decision about this choice is important because of

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Why Does a Well-defined Job Description Matter?

November 08, 2017 by Donna Rhodes

"A well-defined job description is important for increasing individual and organizational effectiveness." Have you ever seen a job description that read something like this? How likely do you think your new employee will be successful based on this description of expectations? There is a direct link with the cost of hiring and turnover to your company’s bottom line – as much as 5x’s an employee’s annual salary. Unclear job expectations can lead to job dissatisfaction, low morale, absenteeism, low productivity, and a constant churn of employees in and out of your organization…and that costs! So why wouldn’t you want to get this aspect of your business solidly nailed down?! Your employees will perform better when they know what you expect of them and those expectations are clearly defined. The job description describes the work to be done by outlining the essential duties, competencies, qualifications, authority for decision-making, and impact of a given position on the organization. Therefore, it helps employees understand their duties and responsibilities and how their job fits within the mission and objectives of your organization. The job description should not only describe what outcomes should be achieved, but also how to achieve the outcomes. Job descriptions can

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Critical Components to Your Talent Attraction and Retention Strategy, Pt. 3

October 31, 2017 by Donna Rhodes

“The quality of an organization’s human resources is perhaps the leading indicator of its growth and sustainability. The attainment of a workplace with high-caliber employees starts with the selection of the right people for the right jobs.” Have you thought of talent management as a business strategy? It reflects your company’s commitment to attract and retain the best talent throughout all levels of the organization. Aligning (or misaligning) talent with organizational needs has a huge potential impact. Consider the following stats: A bad hire can cost a company as much as 5 times that employee’s annual salary, depending on the type of job. “Zappos CEO, Tony Hsieh once estimated that his own bad hires have cost the company well over $100 million." Organizations with a high level of engagement report 21% higher profitability and 20% higher productivity. A highly engaged employee has 40% fewer defects, 70% fewer safety incidents, 28% less waste, 41% less absenteeism, and 24% lower turnover in high-turnover organizations (Gallup). Gallup estimates 70% of employees are disengaged. A disengaged employee can cost an organization approximately $3.4K for every $10K in annual salary. Organizations with a culture of training and development show 13% stronger business results (ADP presentation,

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Critical Components to Your Talent Attraction and Retention Strategy, Part 2

October 26, 2017 by Donna Rhodes

In many cases, when one thinks of talent management, the focus is usually on leadership talent to ensure that the ‘right’ people are in place to ‘replace’ key leadership roles, which is also a component of your organization’s employee succession planning process. Talks of succession planning can also prompt owners of organizations to think about their legacy and the continuation of a business started many years before and grown out of hard work and many painstaking hours. Succession planning is also relevant to your workforce, in particular, where there are roles that are crucial to the organizations core business and unique processes. Your talent management systems and practices ensures successors are ready to step into key roles at all levels of the organization, when needed. Talent management is the process of identifying and preparing your highly skilled and talented leaders and workers to meet the organization’s business objectives. It is the process that ensures that the organization has the right talent acquisition plan and development approach to prepare its new and incumbent workers to fill each key role within your company as the need arises. It is also a critical consideration for jobs that require a unique set of skills

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Critical Components to Your Talent Attraction and Retention Strategy

October 23, 2017 by Donna Rhodes

Finding quality talent is challenging…retaining quality talent is equally challenging It goes without saying, that many manufacturers are challenged with attracting and retaining the ‘quality’ talent needed to execute its strategic objectives. Is this the case for your organization? Significant workforce factors that may be affecting organizations like yours include: Shifting workforce demographics (multiple generations in the workplace) Pending retirement of your highly skilled workforce (i.e. baby boomers) Shortfall of skilled leaders and workers needed to execute your organizations’ business goals Significant gaps in skill sets that are core to your business’ success MAGNET’s 2017 Northeast Ohio Manufacturing Survey, conducted in partnership with The Corporate University at Kent State University – Stark Campus cites additional concerns from our local manufacturers: 80% of the respondents find hiring qualified workers difficult to very difficult. A lack of required skills or educations was mentioned as one of the primary reasons by 39.5% of the respondents. 58% of respondents find attracting and retaining qualified workers to be a major issue. Manufacturers are also struggling with a rate of employee turnover ranging from 5% to 10% annually. Each of these factors have direct implications for how well your organization is position to execute its strategic

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