CONTACT
75% of people who voluntarily left their role did so for reasons their line manager could directly influence. People don’t leave companies, they leave managers, and failing to properly invest in your line managers can have strong consequences for your organisation. Here's 5 ways to help them thrive.
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Nearly 7 in 10 workers globally are willing to retrain and learn new skills on the job. Many continue to leave their roles in pursuit of that development. The skills wave is here. What can you do, as an employer, to catch it?
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Retention and development are inseparable: articulating your development offering is not just about getting critical talent in the door, it’s also about keeping them in the organisation over the longer term. Read our three tips to better retain talent by focusing on learning and development.
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60% of people are emotionally detached from work. Could better articulating your development offering be the key to boosting recruitment, attraction, and retention, in a time where people are changing jobs, changing careers, reducing their hours, retiring, or just quitting the labour market altogether?
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Being able to openly discuss views is crucial for constructive ideating, and yet just 3 in 10 workers believe that their opinions count at work. Here are three focus areas for leaders to better facilitate a psychologically safe workplace and help fuel productivity, creativity, and overall performance.
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What if the same level of detail used to predict stock market fluctuations was also applied to talent recruitment, retention, or development? Here are four learnings from Silver's book that could help the mountains of data incurred in the Early Talent Industry more manageable.
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