Posts Tagged ‘career mapping’

Happy New Year!! My top seven blogs of 2015

Happy New Year from Stan Kimer, President of Total Engagement Consulting by Kimer and aspiring competitive adult figure skater!

Happy New Year from Stan Kimer, President of Total Engagement Consulting by Kimer and aspiring competitive adult figure skater!

I had some much fun looking at my website statistics the past two years and listing my top seven most read blogs of the year that I decided to now make this an annual New Year’s feature. I normally blog about my two areas of consulting a few times each month: Diversity with a specialization in the LGBT (Lesbian, Gay, Bisexual, Transgender) workplace and marketplace; and career and skills development based on my innovative Total Engagement Career Mapping process. And once in a while I throw in a more personal blog or rant about something that is irking me. (I plan on 3 rants in January so be looking for them.)

Here are the “Top 7 of 2015” in reverse order:

7. The seventh most read blog was actually published at the end of 2011; “The End of Don’t Ask, Don’t Tell – One Year Later.” I summarize about how all the horrible things some detractors predicted never happened, but instead the removal of the ban contributed to a fully open, accepting and diverse environment with everyone performing and contributing at their peak.

6. My most popular blog of 2013 was actually googled quite a lot and finished as number 3 in 2014 and number 6 this year: “Five Common Misconceptions about Gay People.”

5. From March, “Religious Freedom Restoration Act – Discriminatory, Unnecessary and Harmful.” A bill was filed in the North Carolina state legislature similar to the earlier one signed by the Indiana Governor that caused all kinds of back lash. Fortunately, it was withdrawn and never voted upon.

4. After the US Supreme Court made marriage for same gender couples available nationwide in late June, I wrote, “Congratulations on Your Wedding, Condolences on Losing Your Job.” Though now all couples can marry, an LGBT person can still be fired in a majority of US states simply for being a gay or transgender person.

3. A personal blog I published at the end of 2014 finished 3rd, “Finding A New Passion at Age 59.” I share my journey of actually getting on the ice to start figure skating at age 59, and the absolute joy of discovering a new passion. Getting older does not mean I can’t embark on new life adventures!

2. Also from June, I wrote a follow on blog to one in May about a rural NC teacher who read a book about two princes getting married to address bullying and gay slurs in his class, “This Black Gay Third Grade Teacher Under Fire Should be North Carolina’s Teacher of the Year!”

1. And the top most read blog was also the top blog in 2014 and was actually published way back in 2011! As many people search for online resources about diversity training, they found and read my 2011 blog “Three Components of Diversity and Inclusion Training,” where I discuss the three major components required for diversity training and exactly who within an enterprise should be trained. I have also updated that blog to include links to more resources including to a new blog sharing the sample contents of diversity and inclusion training.

Thanks to all the readers who enjoy and share my blogs. In 2016, if you want to be notified each time I do publish, you can like my business facebook page (Link), or if you subscribe to my monthly e-newsletter, I include a short summary and links to the past month’s writings.

Wishing all my readers a wonderful 2016 filled with much contentment and success!

2015 Warning – A Talent Shortage! Focus on Growing and Retaining Your Talent – Part 2 of 2

Are your competitors luring your best employees away to "greener pastures?"

Are your competitors luring your best employees away to “greener pastures?”

The premise of this two part series is that there is a major issue now facing US companies as the economy continues to improve and the record number of people retiring exceeds the supply of new qualified talent entering the work place.

In Part 1 (link) I focused on three top sources of bringing in new talent. But once you obtain the best talent, how do you keep them engaged and growing? And to make the issue worse, as the economy continues to improve, you competitors are going to come after your best people to lure them away to greener pastures. You need to actively show your employees that the company cares about their career growth and that great future possibilities are available within your enterprise.

The importance of providing a skills and career growth value proposition is highlighted in the SHRM (Society of Human Resource Management) January/February 2015 “HR Magazine” in a feature story called “What’s in Store for HR in 2015.” In fact, a majority, 5 of the 9 predictions, supports this theme of the importance of talent development:
• Culture, diversity, engagement and retention will be front-burner issues.
• Corporate learning will be transformed and will take on more importance
• Talent mobility and career management strategies will become necessary to complete
• Leaders will invest in talent analytics and workforce planning
• HR teams will get a new design and focus on professional development

When your best talent leaves to go somewhere else (and let’s face it, it normally is your best who are recruited and lured away by competitors), the replacement cost in terms of recruiting, hiring and onboarding is huge! The cost per employee can often range from 1 to 1.5 times annual salary. Yet to invest in some robust career development tools to excite and retain your employees may even cost less than replacing one employee! Get proactive and grow your people instead of spending millions of dollars on “employee replacement costs.”

A good talent growth strategy will involve engaging employees in growing skills within their current position as well as giving them tools to plan meaningful longer range careers within your enterprise (see my past blog on short range and longer range development.) On the career growth side, I offer an innovative yet proven approach based on career mapping that is tailored to your enterprise and engages employees enthusiastically in longer range career planning.

Check out the Total Engagement Career Mapping offering as well as reading this ZipRecruiter article about my process. In addition, here is another article that demonstrates how to calculate a business case for investment in employee career development, ideal for securing the necessary budget from your CFO. And then contact me today to request my two page offering spec sheet and / or to set up an appointment to discuss how Total Engagement Career Mapping can work within your company.

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