How Are "Buddy Programs" Helping New Hires Thrive in the Remote Work Era?
Dana Gerber | Boston Global | December 4, 2024
Companies are increasingly pairing new hires with experienced "buddy" employees to help them settle in and navigate the workplace, especially as remote work has made it harder for new employees to organically build connections. Programs like this at firms such as OOFOS and Fidelity Bank aim to improve employee retention and productivity - research shows 73% of new hires who met with a buddy 2-3 times in their first 90 days felt it helped them become productive quickly. Buddy pairings consider factors like department, seniority, and even shared interests to create the best fit. These programs provide a "safety net" for new employees, giving them a go-to person for questions and helping them feel part of the company culture from the start. As remote and hybrid work continue, these buddy systems are becoming an important way for companies to foster connections and support new hires.
Cultivating a High-Performance Culture: Strategies for the Virtual Workplace
Mina Elias | Forbes | December 3, 2024
Organizations are grappling with how to cultivate a high-performance culture in a virtual setting. Experts emphasize the need to shift away from traditional metrics like hours worked and instead focus on measurable key performance indicators (KPIs) and objectives and key results (OKRs). Evaluating candidates' aptitude for self-motivation and independence is also crucial, as those needing constant oversight may struggle in a remote environment. Maintaining strong company culture presents a challenge, but intentional efforts like virtual social events can help build deeper relationships, especially among leadership. Ultimately, the most effective approach ties compensation directly to the organization's success, incentivizing teams to drive results in areas like lead generation, sales, and customer satisfaction.
How Can Companies Unlock the Potential of Their Frontline Workforce?
Alberto Oca, Fernando Perez, Randy Lim, Tyler Freeman | McKinsey.com | May 12, 2024
Frontline workers are crucial to organizational success, yet companies struggle with labor shortages, high turnover, and lagging productivity. To unlock frontline potential, leading companies are implementing integrated talent operating models that address six key dimensions: culture and experience, work design, workforce planning, talent attraction and onboarding, talent development, and talent effectiveness. Organizations can generate $17,000 to $34,000 in new value per frontline employee through improved workforce stability and productivity gains by optimizing these areas. Successful strategies include fostering transparent communication, restructuring supervisor roles, using AI-powered scheduling, and implementing competency-based training and performance management systems.
Predicting the "Great Resignation": Preparing for a Wave of Job Moves in 2025
The Recruiting Revolution Podcast | November 20, 2024
Emily Skill, Head of Client Success at Skillsearch, shares her extensive experience navigating the shifting recruitment landscape in the UK, particularly in the gaming and interactive industries. Despite the economic uncertainties, she emphasizes the importance of embracing both traditional and innovative approaches to talent acquisition. Skillful use of AI and automation tools can boost creativity in candidate sourcing, but human expertise remains crucial for ensuring accurate interpretation and effective implementation. The UK job market faces significant challenges, with 21% of gaming industry employees laid off across Europe. However, demand for senior-level talent remains high, leading to a potential "great resignation" as pent-up job moves materialize.
How Much Time Are Leaders Spending on Hiring?
Amrita Ahuja | Staffing Industry Analysts | December 3, 2024
Despite increased investments in talent acquisition, a staggering 60% of global business leaders worry they've hired the wrong person. This inefficiency is driving up costs and impacting brand reputation, profitability, and overall growth. A survey reveals that 45% of leaders spend over half their time on hiring, diverting resources from core operations. Top negative impacts include damaged brand reputation, weaker sales, slower growth, and reduced service quality. The study highlights the need to rethink talent strategies as the workforce evolves with digital nomads, remote workers, and international employees. Many expect these professionals to become more significant in hiring over the next two years. Confidence issues also linger, with 60% of leaders feeling unsure about over half their hires six months later.
