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.



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.