This week, we examine why some of the 21st century’s biggest business failures came down to ignoring employees, provide you with a five-point plan for making sure your OKRs are OK, learn about the long-term benefits of taking your kids to work, and get insights into the future of hiring.
This week’s growth quote:
“The only limit to our realization of tomorrow will be our doubts of today.”
– Franklin D. Roosevelt
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If you ignore employee feedback for long enough, they will stop caring, and stop contributing. Brigitte Hyacinth, author of The Future of Leadership, makes her case by pointing to high profile failures like Nokia and Kodak, whose leaders operated in bubbles and paid the price.
Do you remember your mom or dad taking you to work? Turns out this annual event is more than just a whimsical jaunt. It helps kids form their own career plans by exposing them to the realities of work. Talent Strategist Susan Hold also argues that it helps your company’s diversion, inclusion, and retention targets.
With 7.8 million jobs to be filled by 2020, companies have to examine their recruitment strategy, with many finding that inclusive hiring practices are key. Learn how to beat the talent shortage by expanding your pool of candidates to include retirees, freelancers, and other nontraditional workers.
So you’ve tried to introduce OKRs at your firm and they haven’t stuck? Read this article to discover what you’ve been doing wrong and come away with a nuts and bolts framework to make sure your OKRs become a permanent fixture. Spoiler alert: repetition, simplicity and measuring are key.
If you missed the last recap, read it here: Feedback Tech, Stepping Stones, and Customization at Scale