Page 27

Talent Management Excellence Essentials January 2015

Escape the Gloom Shifting out of the survival mode By Tina Hallis As the economy improves, companies are emerging from the financial gloom of the past few years, ready to shift into FORWARD gear. Is your company ready? According to the Wall Street Journal “The U.S. economy is regaining traction as the year winds down.” The GDP for the 2nd quarter was 4.6%, equaling the strongest quarter of the five-year-old recovery, (Q4 of 2011). According to The Conference Board Global Economic Outlook 2015, the Euro Area is projected to grow at 1.6 percent in 2015, almost double that of 2014. Now more than ever, companies need to quickly shed the conserva-tive survival mode that has permeated so many workplaces or they could be left behind. They need the best and brightest people to be part of their new projects and ventures. These are people who are motivated, innovative, and collaborative. Where do you find such great workers? Look again – they may already be in your organization. They’ve just been in survival mode so long they are hard to recognize because their energy and creativity have been squashed. Now is the time to help them shift into a more positive outlook and upbeat attitude so they can carry your company into a prosperous future. How? Although there is no “one-size-fits-all” formula that works in every company or industry, here are a few ideas to get you started. Start meetings by asking people to share something positive. If the meeting is small, have everyone participate with some nugget about what is going well in their group or project, or something they ap-preciate about their work or colleagues. Just a few people can share if the meeting is large. Research shows that this simple step can greatly increase the effectiveness of the meeting and the group. Help people identify their strengths – what they do well. There are great tools out there like Strengths Finder from Gallup. Also, ask people what parts of their job they enjoy the most. Then be sure to actually discuss and use the information to adjust roles and respon-sibilities so people can put their best talents to work. Let people know that their ideas and input are valued. Create situa-tions where staff feel comfortable sharing their ideas with management. This could be small group lunches of staff with 1 or 2 management leaders or open office hours where staff are encouraged to drop in to chat. It’s also helpful to have leaders walk through the company at least 1 or 2 times per week and ask several people about their work. Create opportunities for employees to have fun together and get to know each other. Be sure that there are enjoyable spaces for employee breaks and lunches. Coordinate networking lunches with small groups from different departments. Support after-work activities that are decided by employees Every organization is unique in its personality and people so it’s necessary to find what works for yours. What’s important is that leaders don’t just say words, they actually take action and show people that times are changing for the better. R&E Tina Hallis, Ph.D., is a professional speaker and consultant for The Positive Edge, a company dedicated to helping people and organizations fulfill their true potential using strategies from the science of Positive Psychology. Call 1|608|448-3576 Email tina@thepositiveedge.org Rich Material - Life’s oppor-tunities to learn and grow A Dozen Tips for Improving Trust in the Workplace Talent Management excellence essentials presented by HR.com | 01.2015 Submit your Articles 27


Talent Management Excellence Essentials January 2015
To see the actual publication please follow the link above