Explore Insights

Even talented people mistakenly decide that the key to productivity is to spend more time toiling. But time is a precious commodity, and it really is possible to work smarter, not harder.

Bring in new talent and hold onto the talent you have by increasing salaries and bonuses, as well as investing in upskilling employees and building a more positive workplace culture.

Pitfalls every company should avoid

5 strategies to retain your talent

Our 2022 Readiness Index study will help businesses understand what is needed to retain and motivate key talent.

Experience tells us that overpaying for talent, and making rash hiring decisions, will ultimately come back to haunt you. In a highly competitive global talent market like this, how are companies supposed to compete without breaking the bank?

We need to do something to help our people recharge their batteries. But affecting this kind of change is not going to happen organically; leaders need to be deliberate in rebooting policies and strategies so that they can truly get away from the job for a few days.

The long-term impacts of hybrid working arrangements – particularly on the degree of trust that exists in work-related relationships – are not well understood. The research we do have, almost all of it conducted before the pandemic struck, suggests that hybrid working arrangements can have negative impacts on key relationships if specific measures are not taken to acknowledge and adjust to this new normal.

Organizations need to not only encourage leaders to undertake wellness conversations, but also train them in the best practices needed to help people to open up about their physical and mental wellbeing.

Data from LHH and industry insights from the World Employment Confederation, the umbrella group for workforce solutions companies, has confirmed a direct connection between the use of career transition services and the overall burden that governments have faced throughout the pandemic supporting the massive job loss that followed the arrival of COVID-19.

At a time when some 40 percent of workers at all levels are considering leaving their jobs, a focus on exploring more unconventional career options rather than merely finding new employment in a similar role is especially apt.

Outplacement approached in a haphazard manner can totally disrupt the culture of an organization, distracting employees and impacting their productivity. Even worse, a poorly executed workforce transformation can ruin an employer’s brand and make it difficult to attract and retain top talent. With so much at stake, how do you select the best partner?