Should They Stay (at Home) or Go (Back to the Office)?

Posted by Kathi Graham-Leviss on Jun 1, 2020 6:35:07 PM right

The COVID-19 outbreak has required organizations to embrace remote work at a rapid pace. As a result, many HR and corporate leaders are now considering making the virtual work arrangement permanent in a post-pandemic world. In fact, new data from the research firm the Institute for Corporate Productivity found that more than half of employers surveyed plan to expand or increase flexible work arrangements on a more permanent basis after the coronavirus outbreak is contained. Just 15% said they did not plan to revisit remote work options in the wake of COVID-19:

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Topics: Thought Leadership, Team Dynamics, Coaching and Training, Emotional Intelligence

The Need for Continuous Learning During COVID-19

Posted by Kathi Graham-Leviss on May 4, 2020 4:33:15 PM right

As organizations shift from face-to-face interactions to remote work due to the COVID-19 pandemic, the issue of learning and development continuity is (or should be) top of mind. During a crisis, it is common for companies to decrease their development efforts as a way to cut costs – that could be a mistake. We know that the impact the right employee development process can have is massive. In fact, Gallup finds that organizations that have made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees. 

Even beyond those benefits, in this unprecedented time, employees are not only needing a sense of purpose outside of the reports on the pandemic, but they are anxious about their future. Fewer than four in 10 employees feel very confident that they will be able to continue to meet the requirements of their job successfully should the outbreak continue, according to Gallup

For HR and L&D leaders, it will be imperative to address how to deploy relevant training programs, even while in the midst of the pandemic. Here are 3 strategies to consider:

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Topics: Thought Leadership, Team Dynamics, Coaching and Training, Emotional Intelligence

Engaging Employees Effectively Through COVID-19

Posted by Kathi Graham-Leviss on Apr 27, 2020 2:51:25 PM right

As HR leaders and managers navigate this unprecedented work environment due to the COVID-19 pandemic, it’s important to recognize that many employees are still adapting to working in this new and unfamiliar remote setting. In many cases, workers have had to adjust to these changes overnight and teams and departments have been thrown into chaos. 

Employee engagement is vital to maintaining the strength of the mental and emotional connection workers feel toward their places of work. So how can HR leaders and managers continue to keep their employees and teams engaged in this new normal? There are 5 effective strategies to ensure your employees still feel connected and are ultimately successful:

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Topics: Thought Leadership, Team Dynamics, Emotional Intelligence

Leading Effectively in a Crisis

Posted by Kathi Graham-Leviss on Apr 17, 2020 3:04:58 PM right

Crises can emerge in many different forms, and they often strike without warning. Although companies have long faced financial crisis and economic downturns, leaders have likely never faced a crisis quite like the COVID-19 pandemic. With the world turned on its head for many Americans, the need to feel secure and stable is omnipresent. As company leaders look to formulate plans to handle this crisis and the return to a new normal, one crucial factor in effective crisis management cannot be overlooked – leading with emotional intelligence (EI). 

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Topics: Thought Leadership, Team Dynamics, Emotional Intelligence

Remote Hiring in a Hurry? You Don’t Need to Sacrifice Quality and Best Fit.

Posted by Kathi Graham-Leviss on Apr 10, 2020 3:47:01 PM right

The coronavirus pandemic has changed so many aspects of daily life, including dramatically shifting the way Americans shop. This has many businesses scrambling to rapidly adjust to the new reality. With many retailers shutting down, consumers continue to require items from pharmacies, grocery stores, take-out restaurants and other essential goods. For many industries, there is a pressing need to hire more workers and fast. 

In sectors such as, shipping and delivery, online learning, grocery and delivery services, and remote meeting and communications companies, high volume hiring is paramount. However, these businesses face an added challenge of doing so remotely, often with no personal contact due to the coronavirus.

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Topics: Team Dynamics, Performance Management

Five Tips to Manage Remote Work with Kids

Posted by Kathi Graham-Leviss on Apr 6, 2020 5:19:20 PM right

As a result of the coronavirus outbreak, at least 69,000 schools across the U.S. have been closed or are scheduled to close, according to Education Week. At the same time, businesses across the country are moving to remote working in attempts to increase social distancing. Suddenly, without much preparation, many workers are now adjusting to new ways of working and connecting – with the additional burden of caring for children and managing virtual learning. 

As workers try to manage their new virtual work environment and home life here are 5 tips to help overcome potential challenges.

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Topics: Team Dynamics, Performance Management

Three Mistakes to Avoid When Transitioning to Remote Work

Posted by Kathi Graham-Leviss on Apr 1, 2020 11:07:04 AM right

The coronavirus (COVID-19) is prompting a wide range of employers to request employees to work from home, but many workers are simply not experienced in working virtually. In fact, as of 2018, only 24% of U.S. employees did some or all of their work at home, according to the U.S. Bureau of Labor Statistics. Workers spend more time in the workplace – 7.9 hours – than they did working at home – 2.9 hours. 

A COVID-19 remote-work preparedness survey also found remote work is far from commonplace for many workers and their managers. Nearly half (49%) of workers surveyed said they never work from home. Transitioning work teams to remote work will present some challenges to managers and business leaders. To ensure a smooth and effective transition to virtual work and teams, here are 3 common mistakes that managers should avoid. 

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Topics: Team Dynamics, Performance Management

Six Mistakes to Avoid When Transitioning to Remote Work

Posted by Kathi Graham-Leviss on Mar 26, 2020 4:25:35 PM right

The coronavirus (COVID-19) is fundamentally altering the way many organizations operate as organizations around the country are sending workers home to work remotely. That means, for a great many people, working virtually is a new reality. As corporate leaders, managers and individual workers make this sudden shift, it’s critical to maintain productivity, ease anxiety and continue to collaborate effectively. 

With that said, there are smart ways and not-so-smart ways to approach remote work. To ensure a smooth and effective transition to virtual work and teams, here are 6 common mistakes that individuals and managers should avoid. 

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Topics: Team Dynamics, Performance Management

Strategies for Managing Existing – or Unexpected – Virtual Teams

Posted by Kathi Graham-Leviss on Mar 23, 2020 3:19:19 PM right

For many of the millions of Americans being asked to work from home due to the coronavirus (COVID-19) pandemic, working virtually with team members may be a novel event. Managers and HR leaders will need to find ways to keep their virtual workers and teams motivated and maintaining performance levels, whether the virtual team is out of necessity right now or by design. 

Having worked with organizations across the country to build highly effective virtual teams, and with our own network of coaches that work virtually, here are several strategies to implement within your virtual teams to ensure business continuity and success. 

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Topics: Team Dynamics, Performance Management

The Relevancy (or Lack of) Resumes in Hiring

Posted by Kathi Graham-Leviss on Mar 16, 2020 10:34:11 AM right

Ever wonder why resumes are still a part of most hiring processes? Are they even relevant anymore? The answer is yes… and no. It’s complicated. Here’s why – their relevance has shifted in today’s business environment. While traditionally resumes were used as the primary “selling tool” for candidates vying for a job, today they mainly serve as a digital footprint so hiring managers can find candidates – i.e. it makes candidates “searchable.” 

Yet, many would argue that is where the value of resumes comes to a halt. Here are a few of the reasons why:

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Topics: Performance Management, HR Analytics

Avoid These 3 Common Pitfalls to Data-Driven Talent Management

Posted by Kathi Graham-Leviss on Mar 11, 2020 10:20:45 AM right

With the advancements in data collection and analytics, more and more HR departments are taking a data-driven approach to talent management and harnessing the power of hard facts and numbers. The reality is talent management can be very subjective, relying on gut feelings or opinions when judging future potential, leadership capability or selecting best fit candidates. Utilizing data to remove bias and inconsistency in these practices has become the new, better standard.

However, while data-driven talent management offers enormous potential in more effective people related decision making, it can pose several challenges. Here are 3 pitfalls to avoid when considering a data-driven talent management initiative:

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Topics: Performance Management, HR Analytics

The Fit Factor in Employee Disengagement

Posted by Kathi Graham-Leviss on Feb 19, 2020 11:45:00 AM right

Nearly 30% of employees aren’t engaged at work, and some of those are actively disengaged – meaning they intentionally damage what others have built. While the cost of disengagement can be as much as 34% of an employee’s salary, it also impacts your ability to attract top talent, voluntary turnover rates, stress and low morale among other employees and customer satisfaction. Clearly, worker engagement should be a serious business concern.

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Topics: Team Dynamics, Coaching and Training, Performance Management

Why You Should Blur the Line Between HR and L&D

Posted by Kathi Graham-Leviss on Feb 11, 2020 1:17:08 PM right

With an ever-increasing demand for skilled workers in America, to the tune of 7 million open jobs, it is evident we lack the talent supply to meet current hiring needs across most sectors. A massive skills gap is projected to leave an estimated 2.4 million positions unfilled between 2018 and 2028, with a potential economic impact of $2.5 trillion, according to Deloitte

At the same time, we are in one of the most challenging environments in U.S. history given not only the speed at which disruption caused by technology is affecting the workplace, but also the acceleration in the pace of change. Navigating this landscape requires businesses to equip current and future workers with the skills necessary to take on new roles and to help upskill existing workers to offset talent shortages.  

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Topics: Team Dynamics, Coaching and Training, Performance Management

5 Top Benefits of HR Predictive Analytics

Posted by Kathi Graham-Leviss on Feb 4, 2020 1:05:30 PM right

The growing technological capabilities to capture, track and measure talent-related data have presented tremendous opportunities to better combine the scientific and the human aspect of HR to build a workforce that is efficient and high performing. In fact, a report by Oracle revealed that HR uses analytics more than any other vertical, outdoing even finance.

Predictive analytics has taken the raw potential of reams of data and turns it into predictive insights which are actionable across nearly every aspect of HR – from talent acquisition, performance and productivity to upskilling. Here are 5 of the top benefits of using predictive analytics in the HR function:

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Topics: Performance Management, HR Analytics

Two Critical Factors in the Effective Use of Talent Assessments

Posted by Kathi Graham-Leviss on Jan 15, 2020 2:55:56 PM right

More and more of the world’s leading organizations are utilizing talent assessments to better inform hiring decisions and drive more effective employee development. In fact, 82% of companies are using some form of skill assessment tests today. There is little doubt that the use of talent assessments in the hiring and development process will continue to grow, particularly given the recruitment challenges in today’s market and the import of finding best fit hires.

As HR leaders look to these vital tools to improve their HR process, there are two critical considerations when choosing and implementing a talent assessment solution.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management