27 April 2015
Author: The ExecuSearch Group
On Wednesday, April 22nd, TalentCulture—a website dedicated to discussions surrounding the changing workplace landscape—hosted their weekly #TChat on Twitter. This week’s #TChat topic was “How To Turn Horrible Bosses Into Happier Relationships” and focused on three questions: What are common signs of a horrible boss? How do you reduce negativity and create mutually beneficial results with your boss? What can be done to improve corporate culture? The Execu|Search Group participated in the chat, and was featured by TalentCulture in their recap of the chat for our response to question number 3: #TChat A3: Put a greater focus on succession planning, grooming employees for longevity and success: http://t.co/ajTzTRaf8r — Execu|Search Group (@ExecuSearch) April 22, 2015 Succession planning is not only a great solution to any company experiencing problems with their culture, it’s also a fantastic way to close the skills gaps in various industries. In fact, according to the data collected for our 2015 Regional Hiring Outlook, an overwhelming amount of employers (63%) are claiming they can’t find the right candidates for their positions. With the skills gap making it so hard to find candidates, employers are learning that they have to dedicate more resources to training and retention, although respondents to our survey cited providing upward mobility as the #1 greatest challenge toward employee retention. This is where succession planning comes in—succession planning aids employee growth and cultural innovation through initiatives such as continuous training, creating clear roles with defined career progressions, and preparing for employee retirement by grooming trained professionals to take on their positions. Although over half of employers responded that their greatest challenge toward employee retention is providing upward mobility, they still seem to be recognizing the need for this kind of foresight when hiring and training their staff: according to their responses, 65% planned to put greater emphasis on employee training and retention efforts and 60% planned to increase compensation this year. Though succession planning is still a work-in-progress for many companies, it’s important to have conversations about these topics in order to educate and motivate influencers across industries. For a sneak peek of next week’s #TChat topic, “Why Internal Customer Service Is So Important,” see TalentCulture’s preview, here.