How Strong Is Your B-Team?

Turnover isn’t an issue organizations face with just administrative and operations employees, it affects all levels of a firm’s hierarchy including C-level executives and upper management.  Does your team have other players that could step up if a key position became vacant?

As the economy and job market improves, top producers and effective leaders may be recruited or start looking for a better deal.  This possibility is real, and if organizations aren’t proactive, they could soon be impacted by loss in efficiency and loyalty among the staff left behind.  It may be prudent to make the changes needed to “beef up your bench” in a way that is not stressful and helps ensure the firm remains productive during the process.

Obviously, losing senior executives could have a major effect on a firm and the way it operates, but what about less-senior employees? There are other individuals throughout an organization who play a vital role in maintaining resourcefulness and driving innovation.  Though there may be no need to prepare for mass exodus, it is important to start training others in case a key player does leave for another job.

In developing a deeper bench it’s important to know who would be the best person to fill a position should a manager leave.  Fortunately, hiring managers may not have to look too far to find a suitable replacement for an exiting leader.  Are there current employees who show signs of leadership potential?  Identifying who will be able to fill executive roles is not necessarily a matter of seniority.  Focus on whom best fits the requirements of the position.

Understanding the leaders an organization already has is the first step in being resilient to turnover.  However, having a B-Team in place if change occurs is the step needed to truly foster sustainable success that’s built to last.  Firms that are prepared for the future are the ones that stand the best chance of seeing it.

 

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What’s Around The Corner?

A number of organizations are wondering what hiring and human resources will look like in the future. With the beginning of the New Year this is a great time to consider predictions. The following is what we expect to see in 2014 and beyond.

Temporary is the new permanent. One thing that will remain constant in this year is uncertainty. Given the current unpredictability in the economy – such as the recent governmental shut-down, stock market fluctuations, and reluctance to move ahead with new initiatives, we foresee firms will likely continue to bring on temporary workers when help is needed.

Part-time hiring on the rise. While various factors will influence hiring trends, we anticipate employers will hire more part-time workers in 2014.

The way we work is changing.  Many firms are starting to re-evaluate their staffing needs and this development is particularly notable in the legal field.  Skilled attorneys, paralegals and other support staff are recognizing these new options and are entering the temporary and part-time labor pool. A number of clients feel that this is the best way to attract needed, skilled employees, and it provides greater opportunities for cost containment. In addition, bringing on an employee in a “try-before-you-buy” scenario can be a good way to assess whether a candidate is right for a position.

Demographic shifts are occurring.  An increasing number of individuals will look to contract, part-time work and other less-than-long-term employment. Here’s why: Younger workers are more mobile and receptive to contract staffing. Technology is providing the flexibility people need to use their skills in new ways.  Combine these and other factors with a firm’s focus on controlling expenses, and you have both the employment model as well as the needed workforce to propel growth.

Are you ready to see how temporary staffing solutions can benefit your firm’s objectives? If so, I would like to discuss your staffing requirements and help create a recruiting plan that will assist you in achieving them.

What A Difference A Recession Makes

For one thing, a lot of people are struggling. Perhaps there are some good things that happen as a result of economic readjustment, but if one is a victim of reduced or lost wages, it’s very difficult to be anything but frustrated and disillusioned. Optimists may be able to look ahead and find some positives from recession adversity.

I mention just a few…

No doubt that the lessons of frugality will linger for a long time, even after the worst is over. Perhaps the “art of saving” could become a habit hard to break.

Hunting for bargains may be a necessity, but could be fun and rewarding enough to continue even when things get better.

Thinking twice about nearly everything: travel, shopping, gifting, and even eating. There are a lot of people who have decided that a recession is a good time to eat less in order to save money, and equally important, to lose weight. Certainly a good thing!

What about those who have determined that they better shape up or run the risk of being shipped out. This can be a lasting benefit for employers as well as reformed employees. Improved work habits are a boon to all involved and can help to expedite a firm’s financial recovery.

It may be a necessity to “clean house.” Some organizations can more easily terminate underperforming employees when a staff reduction is economically required.

Organizations that have been plagued with misuse of their Internet systems by on-line shoppers may benefit. If people have less money to spend they will devote much less company time to E-shopping!

Employees, in times like these, seem to value their jobs and their boss more. Could recession serve as a team builder?

I am continually reminded of the importance of empathy in periods of stress. I can hope that the end of the recession will not mean the end of a more understanding relationship between employers and employees.