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Incentives for Retention

Greer Campbell • April 4, 2022

Congrats! You’ve made a hire that fits your organization’s need, but the work is far from over. How will you ensure this individual is in it for the long haul?


While employees were quarantined at home for 2 years, they’ve had time to reflect and fathom their professional needs and goals, and they will not settle for anything less. While adequate salaries and benefit packages continue to play a key role in applicants consideration processes, there are new factors that are coming into play – incentives. We are well versed in navigating what a competitive offer of employment looks like, and inclusive strategies to retain talent, that we will share with you!


Inclusivity

As organizations nationwide begin to refine and implement diverse hiring practices, it is essential to have an inclusive strategy internally to ensure diverse candidates feel that sense of belonging in the workplace. There are many steps that can be taken to create this environment, including, Leadership Education, Inclusion Councils, Departmental Transparency, Open Door policies, and more.


Professional Development Opportunities

Your organization’s growth and successes begin with your team. It’s essential to provide programs and opportunities that will continue to individually develop your staff to grow their leadership, management, and relationship building skill sets.


Coaching & Mentoring

Feedback is crucial when building a strong team. Creating a space for your team to come to Senior Leadership for mentoring opportunities and coaching feedback on a regular basis, has proven to increase not only organization success, but also individual growth.


Communication, listening, coaching, and sense of belonging are key factors to create a durable organization. Fight the Great Resignation by implementing incentives to continue retention of your ideal team.


For more information on hiring, inclusivity, and retention, visit us at www.diverse-talent.com

Goal-Setting for Leaders: Embracing 2025 with Purpose

By Greer Campbell • January 8, 2025
As the New Year kicks off, leaders are invited to take time to redefine aspirations for personal and professional growth. Goal setting as a leader helps to push forth an environment of accountability and ambition within teams. By embracing SMART goals ( S pecific M easurable A chievable R elevant T ime-bound) leaders provide strategy and achievable goals that resonate with evolving demands of 2025. If you are finding yourself drawing a blank in beginning the stages of goal setting for 2025, see below for a guide and items to consider adding to your spread: Begin by reflecting on the past year. What went well? What challenges arose? What needs to be discontinued? Identifying achievements and problem areas from the previous year can help in defining where to focus in the new year. This reflective process lays the groundwork for future successes. Connect with different teams and lead discussions to gain all perspectives of previous work, with a clear understanding of past performance and data. Engage your Team. When charting the course for the company’s future, engaging the team in thoughtful dialogue to gather invaluable feedback about ongoing projects and programs helps leaders understand not only what has fueled the organization’s successes, but also what challenges remain. True growth stems not only from pursuing high targets, but also from embracing diverse perspectives and insights from your team. Set Accountability Measures. Once your goals are set, it’s imperative to continue check ins and maintain accountability throughout the year. Scheduling 360 reviews with your teams s not just a procedural obligation, but an essential practice to ensure everyone feels encouraged to receive and give feedback and gain valuable insights that can shape the professional development of the team. Moreover, continuing the refinement of established goals is vital for maintaining focus and direction. As your team engages in regular discussions about their objectives, it facilitates a dynamic process of assessment and adjustment. This ongoing refinement not only ensures that everyone remains aligned with the overall vision but also fosters individual accountability, making each team member a crucial part of the larger mission. Continue your Leadership Education and Professional Development. Continued education is at the forefront for continued success of your individual position and company. Sharpen your leadership skills and ensure you’re up to date on how to effectively lead your team with online or in person programs. Diverse Talent’s DT University is a virtual, 6-session course focused on refining leadership qualities and skills. Meet with a mentor each week and learn through facilitated conversations and workshops to enhance your leadership abilities. For more information, contact us at DT@diverse-talent.com , or visit our website at www.diverse-talent.com .

Mid-Year Business Update

By Greer Campbell • September 4, 2024
The job market, quiet quitting, uprise of the digital age, and the decline of DEI? The professional world moves quickly, and it’s easy to get lost in the conundrum of new news. Here is your mid-year update. AI is Updating…Surprise Surprise Generative AI is updating their experience from transactional to a more personal approach. Individuals use of the internet will change, implementing 2-way conversation and solution focused models allowing users to get a more catered response. These updates will grant users a deeper understanding, and companies a more “human-like” vision of the brand. The New Future of Planning The concept of tradition has been molded, shifted, and completely torn apart in the past decade. Most of these shifts are seen as positive, yet some pose greater challenges than not. The rise of cost of living and cost of consummation has individuals adjusting their priorities. The global pandemic also threw a wrench in the ways of planning, pushing organizations to shift focus on fluidity and flexibility to ensure retention and growth. The Not So Quiet Quitting Quiet Quitting is a term that has been frequently thrown around since the pandemic. Commonly coined by social media, the act of quiet quitting refers to an employee doing the minimum requirements of their job, lacking effort, creativity, and excitement. According to a Gallup survey of workers taken in June 2022, quiet quitters make up at least 50% of the U.S. workforce. This act can be avoided by managers and organizations through regular check ins, employee surveys, and attention to creating a work-life balance. Technology in 2024: Helpful or Overwhelming? Tech advances are happening so rapidly, many feel that it’s become almost impossible to keep up. The advancement of technology is meant to make life easier, however some feel it’s doing the opposite. In addition to user error, technology is also playing a major part in mental health deterioration and wellbeing. The battle for attention, the pull of creativity, and most importantly – the brain rot. Are we letting this go too far?
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