CFR Global Executive Search’s Post

As a manager, how can you get a new team member involved in the work early on and help them earn some quick wins? If you're bringing on a short-term consultant, they may be able to identify some of these opportunities on their own - giving them a sense of direction and understanding of how your team works will go a long way. For a more entry-level hire or other new full-time employee, they may be taking more time to get to know your company and your industry. Are there some smaller projects they can take on to support that learning phase? In all those opportunities, clear communication and positive reinforcement goes a long way! Claire Stroh, MBA, PHR, SHRM-CP shares more ways you can encourage your new hires, in this clip from our #ClaireShares series 👇 #BeALighthouse #EmployeeExperience #Onboarding #Communication

Why Job Clarity is Non-Negotiable for New Recruits. My thoughts Have you ever started a new job only to find yourself swimming in a sea of ambiguity? You're not alone. Too often, employers overlook the importance of a well-defined job description, leaving new hires confused and unproductive. But what happens when job roles aren't clearly defined? ❓ How can employees meet expectations if they're unsure what those expectations are? ❓ How can teams function cohesively when roles and responsibilities overlap? ❓ How can an organization thrive when its employees are constantly second-guessing their duties? When job definitions are vague, the impact is felt across the board: - Employee Morale: Uncertainty breeds frustration and disengagement. - Productivity: Time and effort are wasted trying to clarify roles, detracting from actual work. - Retention: Talented employees are likely to leave if they feel unsupported and unclear about their path. As leaders, employers have a responsibility to ensure their new recruits are set up for success from day one. This means providing employees with: - Clear Job Descriptions: Define their responsibilities and how they align with the company's goals. - Structured Onboarding: Offer a comprehensive onboarding process that covers their role in detail. - Ongoing Support: Regular check-ins to ensure they're on track and feel supported. I think investing time in defining roles isn't just beneficial—it's essential. It sets the foundation for a motivated, efficient, and loyal workforce. Employers should try to eliminate confusion and empower their teams with the clarity they deserve. After all, a well-defined job is the first step towards a thriving career. #Leadership #EmployeeEngagement #HR #JobDescription #WorkplaceCulture #Onboarding #CareerDevelopment

Jumping into a new job can be nerve-wracking😨Remember, even the most confident new hires may not know what's expected. Setting clear goals and expectations is the key to increasing productivity and retention in new hires. This gives your employees a roadmap to success and helps them prioritize tasks effectively. Regular feedback and communication can also keep them on track and make necessary adjustments to their work. Check out our website for all of our services www.eyetasticservices.com. #NewHires #Productivity #Goals #Expectations #Success #Prioritize #Feedback #Communication #WorkplaceSuccess #EmployeeEngagement #Onboarding #ProfessionalDevelopment #EmployeeProductivity #WorkplaceEfficiency #EyetasticServices #EyetasticJobs #EyetasticBlogs

🔑 𝐔𝐧𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: 𝐌𝐚𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐭𝐡𝐞 𝐀𝐫𝐭 𝐨𝐟 𝐏𝐨𝐬𝐭-𝐎𝐟𝐟𝐞𝐫 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐑𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧🎯 Securing top talent is just the beginning! As HR experts, we're thrilled to share crucial strategies for  𝒌𝒆𝒆𝒑𝒊𝒏𝒈 𝒚𝒐𝒖𝒓 𝒏𝒆𝒘𝒍𝒚-𝒐𝒇𝒇𝒆𝒓𝒆𝒅 𝒄𝒂𝒏𝒅𝒊𝒅𝒂𝒕𝒆𝒔 𝒄𝒐𝒎𝒎𝒊𝒕𝒕𝒆𝒅 𝒂𝒏𝒅 𝒆𝒏𝒕𝒉𝒖𝒔𝒊𝒂𝒔𝒕𝒊𝒄 𝒂𝒃𝒐𝒖𝒕 𝒚𝒐𝒖𝒓 𝒄𝒐𝒎𝒑𝒂𝒏𝒚. 𝐘𝐨𝐮 𝐝𝐨𝐧𝐭 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐦𝐢𝐬𝐬 𝐭𝐡𝐞 𝐥𝐚𝐬𝐭 𝐩𝐨𝐢𝐧𝐭, 1️⃣ 𝐀 𝐖𝐚𝐫𝐦 𝐖𝐞𝐥𝐜𝐨𝐦𝐞: Make a lasting first impression! Personalize their onboarding process to showcase your company culture and values from day one. 🏢 2️⃣ 𝐂𝐥𝐞𝐚𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Transparent and consistent communication is key! Keep the candidate informed about their role, responsibilities, and how they'll contribute to the bigger picture, and 𝓰𝓮𝓉 𝓉𝒽𝓮𝓂 𝓉𝓸 𝓈𝓅𝓮𝒶𝓀 𝓉𝓸 𝓅𝓮𝓸𝓅𝓁𝓮 𝒸𝓊𝓇𝓇𝓮𝓃𝓉𝓁𝓎 𝒾𝓃 𝓉𝒽𝒶𝓉 𝓇𝓸𝓁𝓮. 📞 3️⃣  𝐍𝐮𝐫𝐭𝐮𝐫𝐞 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐆𝐫𝐨𝐰𝐭𝐡: Share a culture of learning and development, highlighting future growth opportunities within the organization, constantly 🌱 4️⃣ 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 𝐚𝐧𝐝 𝐑𝐞𝐰𝐚𝐫𝐝: Celebrate milestones, achievements, even the ones achieved in the 𝐩𝐚𝐬𝐭 via talking about it and contributions, making your candidate feel valued and appreciated. 🏆 5️⃣ 𝐄𝐧𝐠𝐚𝐠𝐢𝐧𝐠 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 𝐄𝐯𝐞𝐧𝐭𝐬: Organize team-building activities, virtual get-togethers, and social events to strengthen connections within the team. 🎊 6️⃣ 𝐌𝐞𝐧𝐭𝐨𝐫𝐬𝐡𝐢𝐩 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬:  Pair new hires with experienced mentors to facilitate a smooth integration and provide a support system. 👥 7️⃣ 𝐓𝐫𝐮𝐬𝐭 𝐮𝐬 𝐰𝐡𝐞𝐧 𝐰𝐞 𝐬𝐚𝐲: send a great welcome hamper depending on position to position even if you hire an intern or a CXO, send a hamper. 🗣️ By implementing these practices, you can foster a strong sense of belonging and loyalty within your talent pool, reducing the likelihood of candidates seeking other opportunities. 💼 Embrace the journey of employee engagement, and watch your organization thrive! #HRStrategy #TalentRetention #EmployeeEngagement #CareerGrowth #TeamCulture #WorkplaceSuccess #EmployeeExperience #Onboarding #CompanyValues #TalentManagement #CareerDevelopment #EmployeeSuccess #WorkplaceEngagement #HumanResources #LinkedInTips #HRExpert #CandidateEngagement #EmployeeRetention #TalentManageme

Make your year-end conversations more than just a performance discussion, or a requirement to comply with. Career conversations between managers and employees have so much potential in building stronger relationships, nurturing potential and building engagement. But the problem is many are not making the most of them. Some of the Managers and HR Leaders have even admitted to me that performance discussions are done more for compliance than for anything else. Get the most out of these career conversations by…. ❇️ Expanding the scope of your conversation.  Don’t just talk about skills or performance ratings. Remember that there is more to each person than just the work that they do. ❇️ Making it a dialogue.  Don’t just talk, listen too. As much as possible, listen with an open mind and set aside any biases you might already have. ❇️ Partnering on plans and actions Employees must drive their careers, but managers play a big part in enabling and empowering. Make sure that both plans and actions are co-created. As they say, it takes two to tango. 💃🏻🕺🏿 Managers and employees must work together to make better conversations and enable employee growth. But who plays the music? 🎶 This is where HR comes in. HR develops and implements the structure and the process that support having better (and consistent) career conversations. 👉🏼 Share your most memorable (good or bad) career conversations below! #PerformanceReview #CareerCoach #CareerDevelopment 

Retention, engagement and career conversations… oh my! It seems like these conversations are some of the scarier topics we are having in organizations today. How do we keep our best and brightest talent? What can we do to keep people engaged as we navigate a new way of hybrid work? How do I have a career conversation when there’s no roles to move people into? These are tricky topics which is why I am thrilled to have Dr. Bev Kaye join our Ask the Expert series on June 11th. Bev literally wrote the book on retention, engagement and career conversations. You won’t want to miss the opportunity to tap into her over five decades of wisdom and learn from her practical and pragmatic approaches. See link below and feel free to share this complimentary opportunity with your networks. #webinar #engagement #retention https://lnkd.in/gWCqpjmn

How to create visibility within your organization for better career & salary growth? ⭐ Dear Entry Level Professionals, Have you been taking more & more work responsibilities just to impress your manager with a great performance? But realize that it's not reflecting on your paycheck nor in terms of role growth? Then probably, you need to shift your focus in few other things.. 🔸 Your next hike & promotion will not just depend on your performance but also your visibility & how you standout! 🔸 You have to create a visibility two levels above your position. Your manager's boss should know what you do. 🔸 Cross functional top management stakeholders should know who you are. Here are top 6 steps on how you can create your visibility within your org : 💎 Step 1 : Say Thank You more often Even if all people working with you are getting paid for what they are doing, saying "Thank You" or sharing Thank You mails will go beyond it. People will remember you & support you next time. 💎 Step 2 : Share your learnings openly If you are being sent to an offline event or you attend an online webinar, share your learnings within your team & with your managers openly. This will ensure you are approachable and your colleagues will share you the important data as well. 💎 Step 3 : Participate in HR events. Although this seems nothing related to your role, but some key sessions & seminars are also attended by the top level management which can give you a chance to talk with them. You also get to meet new people and share thoughts in a fun filled environment. 💎 Step 4 : Network with 1 new person everyday. This seems unnecessary. But networking with cross functional teams or people from other department will help you get different perspectives towards your work & get to know new opportunities within your org. 💎 Step 5 : Smile often We are all people. So, smiling human to human will make you approachable to talk with... 💎 Step 6 : Create Content on LinkedIn We all are connected with our colleagues & peers on LinkedIn. Creating quality content will give you visibility online & make you appear in front of the key stakeholders again & again and establish you as an authority in that role/domain. Add in comments, what you feel can help more? 👇 🤝 Need help in navigating through job search or 1:1 guidance & handholding in your journey? Send me an personalized invite and let's talk! #corporate #visibility #careergrowth #salarygrwoth

Effective communication plays a pivotal role in fostering positive employee relationships within an organization. When employees feel heard and understood, they are more engaged, motivated, and satisfied with their work. It is essential for leaders and managers to create an open and transparent communication culture, where information is shared freely and feedback is encouraged. #businessgrowth #businessgrowthstrategy #smallbusinessgrowth #growthbusiness #growthyourbusiness #femaleceo #growyourmind #businessresources #businesssuccessresources #smallfamilybusiness #smalllocalbusiness #knowledge #ceopeergroup #groupceo #employees #happyemployees #learning #learningeveryday #learningbydoing #growth #motivation #motivationalwomen #ceo #ceolife #peeradvisory #smallbusiness #supportsmallbusiness #businessowner #businesswoman #businesswithpurpose https://lnkd.in/dsUTfENE

Effective career conversations are an art. It goes beyond routine performance evaluations and delves into your employees' deeper aspirations, challenges, and goals. By asking the right questions, you can create an environment that not only engages your employees but also fosters their growth, aligning their individual dreams with the goals of the organisation. In this article, I give you seven powerful questions you can use to transform your career conversations and empower your employees. Read the full post here: https://buff.ly/4bToVOJ #EffectiveCareerConversations #CareerDevelopment #CareerGrowth #EmployeeEngagement