Employees Want Managers Who Are Approachable and Transparent

The quality of the manager-employee relationship has a large impact on job satisfaction and retention, with employees saying they place considerable value on working with managers who are approachable, transparent, and honest, according to the findings of a survey conducted by human capital management solutions provider Ultimate Software. The results of the survey of more than 2,000 U.S. employees and managers, which were released on December 4, 2017, revealed that there are complex differences in perception and experience between managers and the people they manage. Of the employees surveyed, 93% said that trust in their direct boss is essential to staying satisfied at work, and more than half indicated that if they aren’t satisfied at work, they can’t put forth their best effort. The findings further suggested that a good manager-employee relationship can play a significant role in retention, with more than half of the employees saying they would turn …

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Train to Retain: How to Develop High-Potential Employees to Keep Them

Employee retention is essential for companies looking to build their businesses and boost their bottom lines. But retention alone isn’t the secret of success. High-potential employees who are in line to move up through the ranks of management need to be nurtured, trained and developed. As high-potential employees advance, they will be the ones to mentor and groom yet another generation of your company’s leaders. High-potential employees are highly motivated to grow, develop and advance, and if you don’t take steps to meet these needs, they’re likely to seek work with companies that will. These employees are the ones who will create the innovations and systems that will propel your business through the coming decades, so it’s essential to your company’s future to help them advance their skills and their careers — and to give them reasons to stay with you as they do. Your investment in your employees’ futures …

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How to Use Personality Testing to Improve Employee Engagement

Are you an introvert, a yellow or a D? Those are some of the terms that describe people’s personalities as measured by common assessments. Employers can use personality tests to gain insight into how employees prefer to process information, make decisions and interact with one another. The most common personality tests used in HR settings include: Myers-Briggs Type Indicator Keirsey Temperament Sorter DiSC These assessments break personalities down in different ways: some, such as DISC, have as few as four outcomes, while the Myers-Briggs assessment yields 16 categorizations. Whatever the result, these designations can help provide employees and company leaders with valuable insights about the organization. Assessing personalities and sharing the results with employees can be transformational, says Joan Tremblay, an organizational leadership trainer and coach. “In one organization, there had been a 20-plus-year feud between two managers with very different personality styles that affected the morale of each division,” …

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