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Matuson Consulting // A Newsletter On: Creating exceptional workplaces and extraordinary results

Matuson’s Sixteen Workplace Predictions for 2016

  1. Companies will continue to blame Millennials for employee churn, when in fact age has nothing to do with why employee turnover is on the rise.
  2. Organizations will invest more in watering the office plants than they will in nurturing and growing talent.
  3. Employees will continue to turn a deaf ear to corporate speak and will remain disengaged until leaders stop talking profits and start talking purpose.
  4. More workers will flee their employers as the economy continues to prosper.
  5. Magnetic leaders will have no problems attracting talent.
  6. There will be more part-time jobs as companies do whatever it takes to fill vacancies with the right people.
  7. Baby Boomers will not retire in droves, as they continue to remain fit for duty. Companies will need to adjust their succession plans accordingly.
  8. Those that invest in the development of their people will significantly out perform those who don’t. What are you waiting for? Start investing.
  9. Employees will continue to reject those organizations where success is measured based on face time and not results.
  10. Starting salaries will rise, as more companies will be pulling from a smaller talent pool that is in hot demand.
  11. Companies will toss out college degree requirements in favor of hiring those with potential and a proven track record.
  12. Annual performance reviews will be tossed in the trash as companies move towards real-time continuous feedback.
  13. Disappointed workers will continue to flood sites like Glassdoor to tell their truth to those who will listen.
  14. Wearables in the workplace will create havoc as organizations struggle with the right to bear a computer on one’s body and the right for workplace privacy.
  15. Employee engagement will be buried once and for all and will be replaced by a movement called Talent Magnetism.
  16. Roberta Matuson will write her third book, The Magnetic Leader (Bibliomotion, 2017). Leaders everywhere will be lining up to be included. Only the best will find their way into this book. If that description fits you, give me a call! If not, still give me a call. Together we can re-write your story.

New Year, Old Behaviors

I’ve noticed a common thread in my coaching practice. People accept promotions without having all the facts, and in doing so become quickly disengaged. Saying yes to a promotion, without knowing exactly what that will entail, will serve neither you nor your employer well.

Those of you who are guilty of promoting people before you’ve determined their new role and your expectations would be well-advised to stop doing so. Think about the outcomes you’d like this person to achieve, and then share your expectations with the person who will be offered the promotion. Don’t be afraid that your first choice in candidates may turn down the promotion now that he or she is fully aware of your expectations. If they do, the job wasn’t really right for them in the first place.

The Talent Crunch

I remember a time when it was really cool to land a job with an advertising or PR firm. You were the envy of friends that were stuck in everyday corporate marketing jobs. My what a difference a few decades (okay, maybe more than a few) makes. Advertising and PR firms are now experiencing what it’s like to lose their best people to corporations — especially technology companies, as workers jump on the next start-up train that is scheduled to leave the station. Advertising and PR firms are not alone when it comes to losing talent to organizations that appear to be more hip.

The best way to reverse this trend is to enhance your company’s employment brand so that you are attractive to talent. Here are several things you can immediately do to improve your luster.

Toot your own horn. Every time you promote an employee, let others know. Send out an e-mail blast to your employees and make note of the promotion in your company’s newsletter. And while you are at it, be sure to send a press release to your local newspaper as well as trade publication. Lastly, post promotion announcements across social media so that prospective employees can see that promotions are part of the fabric of your organization.

Go where the talent is. If you tend to hire a lot of recent college grads, then make a name for yourself on campus. Sponsor a club or offer to do a guest lecture. Don’t expect your efforts to yield immediate results. Relationships take time to build. Do these things consistently and you’ll be on your way to standing out on crowded campuses.

The Real Cost of Employee Turnover

Do you know how much it costs your company every time an employee walks out the door and chooses not to come back? I’m willing to bet it costs a lot more than you think.

One of my clients thought she had a pretty good handle on what it costs her organization whenever someone left the firm. That was until I challenged her to take my Employee Turnover Calculator out for a test run.

The results were shocking to her. The number she came out with was three times the original number she was using. She quickly realized that in just one department, she had lost almost a quarter of a million dollars as a result of unwanted turnover, and the year wasn’t quite over.

This one piece of information will help to transform her organization, as she has now vowed to slash this number in half. I know this is possible, as I’ve done this before with other clients, and have saved them millions.

Go ahead and do what I challenged my client to do. Pick a job in your organization that seems to turn over more than most. Jot down on a piece of paper how much you think it costs every time someone vacates the job you selected. Then use the Employee Turnover Calculator and compare your number with the actual results. Let me know how you fare and I’ll provide you with a complimentary 30-minute phone session to discuss your results and some valuable ideas you can immediately use to significantly reduce turnover costs in your organization.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

VW says a “Culture” flaw led to their recent damaging emissions crisis. I sincerely doubt there is anyone on the payroll named culture. Someone at the top had to know this dishonesty was going on.

I predict we will see a slew of VW employees driving over to other organizations now that the company has broken consumer and employee trust. Building trust and brand loyalty is a daily undertaking. What have you done today to demonstrate to your employees and your customers that you are worthy of their trust?

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For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 617-608-3633 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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Testimonials:

“Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!”

Allison DiSiena
VP of Recruiting, Marketing, Interactive and Creative Services Division
24 Seven Inc.

“For the past six months I have had the privilege of having Roberta as a mentor, her no nonsense approach helped crystallize my thinking and gave clarity and direction to my career ambitions. Within weeks of working with her I had secured a promotion and gained commitment from my organization on the next steps of my development. If you feel trapped in the ‘corporate mist’ I would wholeheartedly recommend you enlist Roberta’s support to clear the road ahead."

Head of Corporate Sales
Consumer Products Company

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Visit Roberta Online:
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Email: Roberta@MatusonConsulting.com
Tel: 617.608.3633

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