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Talent Archives - Harbor America

Upskilling to Lead Company Revamping

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With the HR industry revitalizing and revamping its strategies to best position businesses in the competitive markets, the hunt for top talent is scarce. Marketing efforts have evolved to unique and quality benefits that attract younger, mobile candidates, as well as innovative, robust workplace settings and culture to retain top employees. With the struggle of attracting and maintaining a strong workforce, companies may see a shift to utilizing upskilling methods rather than engaging in the daunting HR processes for terminating, hiring, and recovering from employee turnover.

Upskilling is employer-provided training and education to learn new skills and enhance already established skillsets. This investment in employees showcases the value you have for their expertise, their trust, and enthusiasm to further their career within your corporation, and provides a win-win situation.

66% of global executives prioritize upskilling their employees.1 Upskilling provides benefits for both employees and employers.

For employees, upskilling provides broad growth opportunities and marketability. Learning new skills and honing established skillsets equip employees with more opportunities to advance their careers. With AI and automation revolutionizing the workforce, upskilling presents employees with a competitive edge to demonstrate adaptability and collaborative skills.

For employers, upskilling boosts employee retention and competitive strategy among rivaling companies and industries. Upskilling can reduce job vacancies and onboarding expenses, while also providing professional development opportunities for current employees. Progressing employee skills to adapt to changes in the market allows your business to prosper and sustain an ambitious position in the marketplace.

How to Implement an Upskilling Strategy

Evaluate business demands. The first and best place to begin strategizing for upskilling begins with evaluating the skill gaps and brainstorming solutions. From there, you can determine an appropriate approach to implementing such solutions.

Strategize long-term needs and resources. Next, you should look to the market that you service and predict shifts in skillsets and systems that will influence the employee demand and marketability. This will allow you to strategize for future needs and resources that will [sustain] in the long term.

Analyze employee needs. Employees carry individual skillsets that benefit your business. Take a moment to analyze what each employee brings to the table, and then identify potential areas of expanding such skillsets to further assist your business challenges.

Develop adequate upskilling programs. Cultivating programs tailored to both employee interests and business needs will provide more successful upskilling. Ensure programs are up to date with market and business changes, as well as using sufficient technology to advance such programs. Take advantage of technology. Investing in technology, such as performance management tools, can assist in the proper identification of areas for improvement, as well as methods for developing skills to improve.

Looking for ways to revamp your company’s approach to recruiting and employee retention? Harbor America provides an inclusive suite of HR management solutions, including onboarding, compliance, unemployment, and much more. Contact us today to learn more about ways to promote the use of upskilling and other resources available to advance your business needs.

 

1HR Insights: Benefits of Upskilling

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Overcoming New Manager Challenges

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The candidate pool for quality candidates has shifted, especially when it comes to proper managerial candidates. Employers who are forced to look externally to bring in new management are faced with a different situation that has existed in the last decade, as the unemployment rate is low, and the job market is continuously changing in each industry.

For people transitioning to a managerial role for the first time, there is a lot to consider to ensure that your time in the new role is productive and sets you up for your next move somewhere in the future. Managers, however, tend to have the same struggles. Whether an employer is bringing in a new manager-level person to the company or an employee has recently received a promotion, these managers will face similar issues. Navigating learning opportunities, delegating certain tasks, and getting the feel for long-standing dynamics and unwritten organizational rules.

You can help new managers ensure success on your team by:

  • Relying on your human resource team when it comes to your first hire or fire within the organization. The HR team should be more than willing to jump to help support new managers through the hiring or firing process, address any negative emotions from laying someone off or even suggest some helpful tools or conversations with the new manager’s team.
  • Encouraging any new manager to focus on building inter-departmental trust and relationships. New leaders can many times be harboring a bit of anxiety around their team—trust and relationship building can be a great way to overcome this. With new entry-level employees, many companies assign a buddy, someone who has been with the organization, potentially in a similar role, for a while. This gives the new employee someone to lean on from day one. This same strategy should be applied for new managers, suggesting a managerial-level buddy who can help the new manager navigate the choppy waters of taking on an existing team.
  • Helping the new manager find their “sweet spot” in terms of their managerial style. All teams are different, and therefore should not be managed in typical cookie-cutter fashion. There is a sensitive balance between being too distant or hands-off and micromanaging. The best way to gauge where a new manager’s “sweet spot” should be is to simply ask employees what they prefer, how they handle heavy workloads, and how they think they could better align to meet company goals.

Starting a new managerial role should be a fun and exciting time in a person’s life. It is important to remember that a manager’s success is built on the backs of their employees’ success. Over time, the manager’s relationship and report with employees will become more comfortable and familiar. Until then, it is okay to be confident as a new manager, while also remaining humble and self-aware.

Harbor America helps clients breed passionate leaders while supporting the profound desire to build a strong business and strong community. Adding a new manager to an existing team can be stressful for the team, the new manager, and the existing leadership. Let Harbor America help get your organization prepared for new hires by upgrading to an electronic onboarding system. Contact us to learn more.