The latest thinking on how to develop, engage and retain your talent

News flash: poor employee engagement is not an organizational problem, it’s a leadership problem. If we want to solve the rampant systemic issue of low employee engagement, there is only one place for leaders to look—their own everyday actions.

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The best way to gain knowledge isn’t always to initiate a DIY learning session. Some of the most impactful learning comes from connecting a “knowledge seeker” to a seasoned professional with relevant expertise.

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On April 19, I had the opportunity to present a webinar for Saba titled “Driving Employee Engagement through Employee Experience.” We had a lively and engaged group of participants who asked some great questions. But since our time was limited, we didn’t have time to get to them all. So, we decided to take them offline and tackle a few of those questions here in a blog post

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HR pros talk continuously about re-skilling our workforces but forget to include themselves in the mix! In this Saba Talent Vlog, I'll share with you the top 3 areas all HR pros should master now. Not only will these skills be fairly easy to navigate, but you can likely use resources within your own organization to acquire them.

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An expert HR department knows it's responsible for creating and managing strategies that support both its talent management objectives and the organization's business goals. There are two vital approaches to strategy discussion and implementation: how to develop a strategy and what should be included in the company's HR strategy.

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Why is it so hard to solve the persistent problem of low employee engagement? Maybe it's time for a change in thinking. Humans are complex, which leads to some frustrations but also grand discovery and innovation. Join us in our three-part blog series that asks the question: How can leaders engage their employees to unleash their potential and the potential of our organizations?

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David Creelman shares the results of a recent study he and two colleagues did that asked companies about their performance management processes. Learn the Number One thing on these organizations' wish lists regarding the unloved annual appraisal. Also, David takes a look at the true definition of ongoing performance management.

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We don't hire to fire, but every once in a while, the employee will let us know that they are no longer willing to do what is necessary to maintain employment and at that point, it's mostly up to our hiring managers to do the right thing. How and what should they do? That is what this episode of TalentTalks is all about!

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If you look at the data on known claims, turnover, absence rates, gender distribution, promotion rates, pay equity, engagement scores, and survey response rates you will probably find a place or two that you might want to investigate further.

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