Companies offer lucrative pay packets, exciting projects and flexible working practices to attract "the best and the brightest". However, after the thrill of this chase, what is your retention strategy? Will talent simply move on to the next company that woos them with bigger and better pay packets, benefits, responsibilities?
According to Gallup.com, just 30% of the workforce feel engaged in their jobs. Gallup estimates that this costs $500 billion in the US alone.
In my piece, “Death of the Nine to Five – Working to Get the Balance Right”, I wrote about how it’s very common to hear nowadays how technology allows so much work-life balance flexibility. After all, we can work from home by logging into the company’s CRM remotely.
Narcissistic, self-absorbed, arrogant: millennials have been tarred with a heavy brush. Still, recruits under 35 have a lot of tremendous skills and abilities to offer dynamic companies – but only if employers are ready to reassess their preconceptions and switch their perspective.
Alan provided key insights and useful 'Positive Psychology' tips for management and team members alike who are looking to improve their team morale, cohesion and performance.
The webinar was formulated around the concepts outlined in Alan’s book, iChange: Invest in Changing Yourself which promotes a 'Solution Turbine model' aimed at enabling professionals to apply the science of positive psychology to enable high performance at a personal, team and organisational level.
I was recently interviewed by The Global Recruiter to discuss how professionals’ needs have evolved over the years within the financial services sector, and more specifically how these needs have changed between Gen X and Gen Y (Millennials).