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A month ago I posted an article that included some strategies for engaging and retaining Millennial talent. You can read the full article here. Born between 1982 and 2002, these members of the workforce, and those from Generation Y, are the business leaders of the very near future. Recent research from Gallup indicates that they're the least engaged members of the workforce and now research from Penna shows a distinct mismatch between what their bosses think they want from their future and what is actually important to them. 

Steven Ross, Head of Career Development at Penna says: “Simply guessing what will engage a Gen Y employee, or any employee for that matter, won’t work. Organisations that fail to do so could see a decline in engagement levels, and productivity, and increased attrition rates – not to mention a serious shortfall of managers and leaders in ten years’ time.”

By developing a clear understanding of what motivates an individual you will able to meet the criteria required for effective leadership. Effective succession planning for leadership roles uses behavior as the foundation for identifying and developing future leadership success. 

We provide a system that will help you create a succession plan in 4 easy steps:
  1. Define job requirements
  2. Determine who has leadership potential 
  3. Identify gaps
  4. Execute a development plan
There's a succession crisis in the making for many organizations given the number of current leaders that are at or approaching retirement age and the increased competition for great talent. Organizations that don't invest in the development and preparation of their employees for more senior roles risk lost organizational knowledge, experience and the increased turnover of their most promising people.

To find out more about how we can help you add structure and objectiivity to your succession planning process using the McQuaig Talent Assessment System visit www.thepulsecheck.com or call us at 647-746-4678.
 


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