How can it be that everyone is hiring, yet no one is getting hired?
What if you were selling something and no one was buying?
Would you keep doing what you’re doing, or would you change your approach?
The hiring system is broken.
Here’s what I mean and the one step you can take to fix this problem.
While I was coaching a client, she received a $100K pay raise from her employer. She said this would never have happened had she not engaged my services.
As a result of our coaching engagement, she became bolder at work, which caught the attention of her boss. He then began to give her juicier assignments, which she took on with enthusiasm. Her boss recognized how valuable she was to the organization and quickly realized how lost he’d be without her. So, without any prompting, he awarded her a $100K pay increase.
Here’s how she scored a $100K raise.
How is it that there are 11.3M job openings, yet QUALIFIED candidates can’t score an interview?
I have my theories on this.
Over the next year, employers are going to continue to complain about how they can’t keep people, while employees will continue to seek better-paying opportunities. These same employers will be paying considerably more money than initially budgeted to fill vacancies.
But what if you didn’t have to go through the pain and expense required to replace the talent that’s fleeing your company?
Are you willing to buck the trend and change your approach to compensation?
Leadership is hard—really hard. Now imagine trying to lead a team that is no longer in your line of sight five days a week.
Much of the basic management advice still holds, such as treating people the way you’d like to be treated and allowing people the opportunity to figure out how to best do the tasks you’ve assigned.
However, leading people remotely requires some adjustments in your management style.
Here are five things to consider when managing remotely.
Finding the right talent is hard. Finding the right talent that will prosper and stay is even harder when you do it alone.
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