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June 3, 2024

MyMobileLyfe

Candidate ExperienceCandidate InterviewsCandidate RecruitmentEmployee RetentionEmployee TurnoverHiringHiring TipsMyMobileLyfePassive Job CandidatesRecruitmentRecruitment MarketingTalentTalent AcquisitionTalent RetentionTurnover

LeadershipProductivityRecruitment Marketing

Tips to Reduce Employee Turnover and Improve Your Hiring Process

Tips to Reduce Employee Turnover and Improve Your Hiring Process 0

Does your company struggle to retain employees, leading to constant hiring cycles? If so, your operation is losing out on valuable skills and tribal knowledge – and it’s also costing you money! According to Gallup studies, replacing a lost employee can cost anywhere between 50% to 200% of that employee’s salary. Proactive employee retention policies are almost always cheaper than rehiring.

MyMobileLyfe specializes in recruitment marketing services that enable long-lasting employee relationships. We know how to find – and keep – the best workers!

Offer more internal advancement opportunities. 

63% of workers leave their job because they feel they cannot advance their careers, and look to other businesses to move up the career ladder. In particular, refusing to promote an employee who’s “too good” at their current job is likely to drive them away.

Boost managers’ empathy and listening skills. 

“Bad bosses” are a perennial issue leading to resignations. This can typically be fixed simply by encouraging managers to help workers feel listened-to and valued in the workplace.

Offer flexible hours and/or WFH. 

According to Forbes, 98% of office workers would prefer to work from home at least partially – and 57% would consider quitting if WFH isn’t an option. Modern telecommunications make WFH a workable option for most sit-down office jobs.

Encourage feedback with clear communication channels. 

In our experience, employees want to help improve their workplace, but often lack clear channels for offering constructive feedback and “on the ground” suggestions for improvement. Let your employees contribute, and everybody wins.

Shut down office toxicity. 

Today’s workers have very little tolerance for toxicity in the workplace, with over 50% citing poor office culture as a reason for quitting. Take harassment complaints seriously, and make it clear your workers should feel safe at work.

Have clear and fairly-enforced rules. 

Few issues will tank internal morale faster than unclear or unevenly enforced rules. If workers get the feeling there’s a “two tier” enforcement system, those on the lower tier will look for other employers who will give them fair treatment.

Implement better family policies. 

In a Pew study, 48% of employees mentioned family/child-care problems as a reason for switching jobs. Help support your workers with families, and offer options that allow them to achieve a stable work/life balance which doesn’t require neglecting their family.

Choose a recruitment marketing partner.

Long-term employees begin as great new hires! MyMobileLyfe recruitment marketing strategies can find, attract, and engage prime talent before they even apply, granting you access to the best workers available. Contact us to learn more.

November 1, 2023

MyMobileLyfe

Hybrid EventsVirtual ConferenceVirtual EventsVirtual Programs

BusinessInternetLeadershipMobile technologyVirtual Events

Virtual Events And Why They Matter in Today’s World

Virtual Events And Why They Matter in Today’s World 0

In an era where digital connectivity shapes our daily lives, virtual events have become a powerful medium for businesses to engage their audience. Whether you’re a business owner, company leader, or CEO, understanding the significance of virtual events is pivotal. Let us look at some valuable insights into why virtual events have become indispensable in today’s ever-evolving business world.

Benefits of Virtual Events

For Organizers:

Cost-Efficiency: Hosting a virtual event significantly reduces expenses associated with venue rentals, catering, travel, and accommodation.

Global Reach: Virtual events break down geographical barriers, enabling you to engage a global audience without the logistical complexities of physical events.

Flexibility and Convenience: Virtual events offer the flexibility to schedule at your convenience, accommodating different time zones and busy schedules.

Data-Driven Insights: Robust analytics provide valuable insights into attendee behavior, preferences, and engagement levels, enabling you to refine future events for optimal impact.

For Attendees:

On the flip side, attendees also reap substantial advantages from virtual events. The most notable benefit is convenience. Participants can join from anywhere with an internet connection, eliminating the need for travel, accommodation, and time away from work or family commitments. This convenience extends to a global audience, enabling international collaboration that would be impractical with in-person events. Moreover, virtual events often offer increased flexibility in scheduling, allowing attendees to choose sessions that align with their availability and interests.

Pros and Cons

When considering in-person versus virtual events, it’s essential to weigh the pros and cons. In-person events foster physical presence, enabling spontaneous interactions and a tangible sense of connection. They provide a unique environment for hands-on experiences and live demonstrations, particularly relevant in industries like product exhibitions or performance arts. However, they come with significant logistical challenges, including higher costs, travel constraints, and potential venue limitations.

On the other hand, virtual events excel in terms of accessibility and scalability. They are cost-effective, eliminating expenses related to venue rental, catering, and physical infrastructure. Moreover, they are not bound by geographical constraints, allowing a global audience to participate. While virtual events may lack the tangible experience of in-person gatherings, they compensate with interactive features, robust networking opportunities, and a wealth of digital content.

The Potential of Hybrid Events

Hybrid events combine elements of both in-person and virtual experiences, offering the best of both worlds. They allow for a wider reach while still providing the valuable face-to-face interactions that in-person events offer.

Virtual events have become an integral part of modern business communication. By embracing this dynamic medium, you expand your reach, reduce costs, and gain valuable insights. As the business landscape evolves, integrating virtual events into your strategy is not just a trend but a strategic move toward sustainable growth.

April 4, 2023

MyMobileLyfe

BusinessBusiness DevelopmentBusiness GrowthCompanyDevelopmentExecutiveExecutivesGoalsGrowthLeadersLeadershipLeadership DevelopmentManagersTraining

BusinessLeadershipProductivityTraining

Creating a Successful Leadership Development Plan for Your Company

Creating a Successful Leadership Development Plan for Your Company 0

Leadership development is important for every business. It improves productivity, innovation, employee engagement, and customer retention and reduces employee turnover. A structured leadership development plan highlights how a company intends to train and help employees hone their leadership skills. 

In most cases, leadership development occurs in a formal classroom setting. However, individual leadership development plans, such as reflective journaling, coaching, and constructive feedback, are also effective. Implementing a leadership development plan helps businesses avoid the leadership gap that occurs following the unavoidable retirement or step down of current leadership. 

Below are a few tips for creating a leadership development plan. 

  1. Evaluate your business goals and needs

Identifying business needs and goals is crucial to creating a leadership development plan. This essentially involves identifying leadership qualities that can benefit your organization. Knowing what type of leader your company needs should be a priority. You should ask yourself the following questions:

  • How many leaders does your company need?
  • Are there notable gaps that need improvement?
  • Which strategies work well for your company?
  • How will the new leaders commit to organizational goals?
  1. Consult your employees

Employees play a key role in determining the success and productivity of the company. Therefore, you should ask for their perspective on leadership. Ask them what they want or looking for in a leader. They can help you identify leadership strategies that are working or not working in your organization. Taking their input can help you design an effective leadership development plan. 

  1. Define the type of leaders your company needs 

You should also define the type of leaders your company requires. For this, consider reviewing key business objectives and how they can be achieved. Below are a few tips to consider:

  • Create a detailed list of the skills you expect to see in leaders that fit your company profile. 
  • If one of the departments requires better leadership, create a different profile for the department.
  • Assess your current level of leadership. Use emails, anonymous tips, and feedback from your employees. 
  • Create a list of employees who are talented enough and interested in management roles.
  1. Identify the best method of development 

As mentioned, leadership development was traditionally hinged on formal programs. While they are effective, you should consider other leadership training methods, such as mentorship programs, working groups, and task forces. You should also choose between conducting in-house training or hiring a third-party company. 

Conclusion

Around 77% of companies struggle with leadership gaps. This explains why 89% of company executives agree that strengthening leadership development should be a priority for most companies. Having a leadership training plan can help your company mold successful future managers.

August 29, 2022

MyMobileLyfe

Candidate RecruitmentCompany CultureEmployee RetentionLeadershipRecruitment MarketingSuccessTalentTalent Acquisition

Leadership

How Leadership Development Drives Talent Retention

How Leadership Development Drives Talent Retention 0

Leadership development is critical to any business looking to retain its top talent. Employees feel valued and recognized for their contributions and are more likely to stay with the company. Leaders who invest in their team’s development create a positive work environment that fosters creativity and productivity. By providing opportunities for growth and professional enrichment, businesses can keep their best employees motivated and engaged.

Leaders Are Not Born, They Are Made

Anyone can be a leader, regardless of age or experience. This is something that Gen-Z small business owners have learned from a young age. They are used to working outside of conventional hours, even on vacation. In a recent report released by the Microsoft store, A survey of 1,000 small business owners in the United States with 0 to 24 employees confirmed that 48% of Gen-Zers also have side hustles than 34% of the other generation.

A whopping 64% of Gen-Z confessed to conducting at least half their business on their phones, as opposed to the already high percentage of 48% from all age groups. These experiences have taught them that leaders are not born but made. Anyone can be a leader if they have the right skills and attitude. All it takes is a willingness to learn and the ability to adapt to change.

Exceptional Leadership

It’s often said that three qualities make up an exceptional leader: vision, integrity, and the ability to inspire others. A leader with vision can see the big picture and articulate a clear and compelling direction for their team. They possess a strong sense of integrity, which allows them to gain the trust of others. And finally, they can inspire others to achieve great things.

To ensure that your leadership team is set up for success, you need to:

  • Have a clear and concise vision for your business
  • Build a team of individuals with complementary skill sets
  • Create a culture of openness and transparency

Elements For Changed Leadership

Change leadership and talent development are two interrelated topics. Leaders need to be able to drive change within their organizations and have the talent to make that happen. Talent development is about creating a pipeline of future leaders who can step up and drive change when needed. Four fundamental elements create change leadership and also drive talent:

  • A clear vision for the future. Leaders need to be able to articulate where they want their organizations to be in the future, and they need to have a clear plan for how to get there.
  • The ability to build consensus. Change leadership requires the ability to build consensus among diverse stakeholders.
  • The courage to take risks. Leaders need to be willing to take risks to achieve their vision.
  • The skills to develop talent. Leaders need the skills necessary to identify and develop talent within their organizations.

Leaders are not born, they’re made. Anyone can learn the skills necessary to be an effective leader with the proper training and development. Exceptional leadership results from taking the time to understand yourself and your team, setting clear goals, and providing the support employees need to succeed. If you’re looking for ways to develop changed leadership in your organization, start by considering these essential elements, and before you know it, talent retention will be your thing.