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

It's a business fact that high-potential (HiPo) employees select the organization versus the organization selecting them. So why are candidates in the driver's seat when it comes to the talent acquisition process? It's because the top five percent of the company's workforce is responsible for 30 percent of organizational output.

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Another year, another amazing edition of the SHRM Annual Conference and Expo. The 2019 edition of the show was bigger and better than ever, with an incredible 18,000+ HR professionals in attendance from all over the world! Now, we aren't the types to just show up and not do anything exciting. Here's a wrap-up of what we got up to at #SHRM19.

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As the growth in contingent workers increases, businesses are faced with two seemingly different talent groups to engage with: temporary and permanent employees. But these two groups need to be considered with equal weight and provided with a consistent experience during their entire employment journey with an organization. We can call this a total talent approach to hiring.

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When considering employee feedback effectiveness, did you get the behavior, the change and/or the results you intended? Here's how to improve your ability to give feedback that reliably produces the results your organization desires.

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When employees have to contend with a poor learning experience, engagement and adoption suffer, resulting in low impact and low ROI. But with the right strategy in place, you can transform the learning experience into something that drives real, tangible results for employees and the business.

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To optimize growth and development in today's environment, we must ditch individual development planning (IDP) meetings for collaborative development planning (CDP). It's time to leverage the idea of crowdsourcing to render development planning relevant again. More minds, more perspectives and more input are required to ensure the kind of growth that employees expect and organizations need.

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How do you create a sustainable, value-for-money learning culture when you can almost envisage the emails headed "learning opportunity" being deleted en masse almost before they've hit anyone's inboxes? Clearly no one in the generous-to-a-fault L&D industry would ever begrudge another's success but trying to create a learning culture is a widespread challenge.

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In a recent speech at a large HR conference, Phil LeNir, president of CoachingOurselves, made a rather surprising claim: he said we don't learn by listening. Now the obvious response is, "Well, of course! Everyone knows we really learn by doing." But LeNir had a different take: his view is that we learn by talking.

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One of the neuroscience methods to incentivize people is loss aversion: the fear of losing something or the fear of missing out. We feel losses about twice as strongly as we feel wins, and although this may sound harsh, focusing on losing gives people more of a drive to avoid it. Turning loss into an opportunity can better employee learning and employee training.

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