GREAT FORMER EMPLOYEES ARE OFTEN
RETEAMABLE
BAD BOSSES OR UNSUPPORTIVE CULTURES CAN CREATE UNNECESSARY TURNOVER
As unemployment is hitting record lows, organizations are struggling to attract, recruit and retain right-fit talent. Beyond offering enticing salaries, perks, and opportunities to those who will require a great deal of time for organizational acclimation, smart employers have decided a shorter path to talent onboarding and optimization is to engage, cultivate and woo back those who were once stellar employees. A surprising number of past superstars could boomerang back to you, if your culture and workforce management style has improved. It just makes good business sense.
BAD BOSSES AND UNSUPPORTIVE CULTURES ARE ALL TOO OFTEN IGNORED
..and rarely addressed, until they've wreaked unnecessary havoc on the health of an organization. If your company has shifted its dynamic and wishes to confidentially explore "reteaming" a once outstanding employee, Peak and its ReTeam Specialists will help you engage and rejuvenate the relationship!
LEARN MORE ABOUT YOUR CULTURE AND MANAGER EQ,
THEN LET US KNOW WHEN YOU'RE READY TO GET BUSY.
Managers who don't know how to meet the engagement needs of their team become a barrier to employee, team and company performance.
And a disturbingly high percentage of managers around the world are not meeting the needs of their employees. Actively disengaged employees (24%) outnumber engaged employees (13%) by nearly 2-to-1, according to Gallup -- implying that at the global level, work is more often a source of frustration than fulfillment.
- The Damage Inflicted by Poor Managers By Marco Nink and Jennifer Robinson
ARE YOU ATTRACTING INNOVATORS?
It all starts with mindset. As leaders, it's imperative that we create a culture where innovator mindsets are coveted, encouraged, rewarded, and manifested at every level of the organization.
To many leaders, being “innovative” is no more than a fuzzword, but if we are to truly attract and retain those innovative employees necessary for success, we must support and encourage the “Innovator’s Mindset” at every stage of the talent life-cycle.
PEAK CAN HELP YOU CREATE A CORPORATE ALUMNI GROUP
In the midst of a talent drought, organizations are changing the way they are thinking about former employees as well. Gone are "no rehire" policies, as many of the largest companies aren’t avoiding former employees anymore. Instead, they’re taking initiative to create corporate alumni groups so they can stay connected and ensure an open pipeline of engaged and enthusiastic talent.
Efforts to maintain positive relationships with former employees should be at the top of your agenda in today's competitive talent climate. According to an article from SHRM, one of the top three business drivers of remaining involved with former employees is talent acquisition. Whether you call them “boomerang employees,” “alumni” or “comeback colleagues", former employees can be a treasure trove of brand ambassadors, potential clients, future business partners and top-notch rehires.