As a follow up to my post on the promotion paradox , I decided to take a look at what others in the talent management industry are saying on the subject of compensation, retention, and recognition. Alice Snell from the Taleo group, recently posted her thoughts on research findings that suggests non financial forms of compensation elicit the same or greater goodwill from an employee as that of financial recognition. Top amongst the list were recognition from their immediate manger, attention from department leads, and leading special initiatives. This is rather interesting and worth calling out since many times managers feel that the only way to retain their talent is through increases in salary, which can be tough to do in strong economic times, and a real struggle in current times--especially if the staff shares their salary info with their peers. Now I am not suggesting that salary increases aren't warranted or effective. However, I do think that as talent managers we should not...
My purpose is to teach others how to effectively remove the impediments that prevent them from becoming their best selves. My approach to doing this is to highlight the tools and resources that help you do this in the most efficient way possible.