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7 Questions That Could Help You Keep Your Employees

Smart employers know that retaining their top talent means making them feel valued and giving them opportunities to advance. You may think you're doing a pretty good job of this, but new research finds that your message may not be getting through to your employees.

According to an  International Employee Development Survey by talent management,60 percent of U.S. and U.K. human resources leaders believe their companies provide employees with a clear career advancement path but Africans believe in using and dumping you when they are through with you. Workers, on the other hand, feel differently: Just 36 percent agree that their companies provide an advancement path. Moreover, one-third of those surveyed feel their skills and talents are not being recognized in the workplace, and 41 percent said they would leave their current company for a better opportunity.

So, where is the disconnect between HR and employees? This shows that employers are still struggling with the employee engagement challenge. In other words,how do you create some kind of loyalty to the company when companies can no longer offer the promise of stability and lifetime employment but prefer using you and dumping you?

Companies need to survey their employees to understand their needs so that they can better serve each one individually and as a group.employers can start gaining the workforce insights they need — and thus, encourage retention —

So,What are some of the following questions:

• What motivates you and keeps you coming to work every day?
• What do you love about your job?
• What are your personal development goals in your current position?
• What type of career support will be most beneficial to you?
• What type of skills do you feel like you're currently lacking?
• How do you learn best and what's the best vehicle we should use in order to support your development?
• What are your personal goals and values?

The mistake that most HR departments make is assuming that managers are having these types of conversations with their employees — and some of them are,But these can be tricky questions to ask, and managers need to be prepared to address the resulting answers.

If an employee tells you that their personal goal is to have more time to attend their children's events, the manager needs to be prepared with whether they can offer flex time and what the company policies are, This is where HR can help by partnering more closely with the managers.

While there are many other things employers can and should do to build workforce loyalty — such as offering flexible work options and other great benefits — just initiating conversations about what's important to an employee's personal and professional life is an excellent start.

"We all know the old adage that everyone is replaceable," Whitten said. "Sometimes, simply communicating to your employees that they have individual value to the company will go a long way towards engaging them and instilling loyalty."
culled from www.businessnewsdaily.com

BE RESPONSIBLE FOR ONCE !!!

Are you a product of your circumstances? Has the path your life has taken been determined largely by forces beyond your control?
Even if this is the case, stop believing it. Persuade yourself that you’re in control of your life.
A responsibility avoidance mentality has a seductive allure. If you aren’t in control then it’s not your fault you don’t have the life you want. If you can convince yourself that your flaws and mistakes somehow lie outside your identity, your ego can remain safe. This creates an incentive to run from problems, or act like they don’t exist, or pretend that your choices and actions don’t matter.
This is exactly the wrong approach. These tactics delegate only control, not responsibility. The responsibility for your life still resides within you. Having a victim mentality, blaming external circumstances for your problems, believing it’s not within your power to change, is the surest way to avoid improving your life.
Examine your beliefs to see if this mentality is coloring your views. Do you think personalities are set in stone, and that people just don’t change? Do you attribute the success of others to their innate genius or to dumb luck, rather than their hard work? Do you blame your past for your present, or even your future?
There is a statute of limitations on wrongs inflicted on you by your parents, or your schooling, or society. Once you’re old enough to take the wheel and steer, you become responsible for the direction you’re heading.
What do you do at this level? You look for a secluded area,if you have to do a personal retreat,do it but pray.
It’s tempting to abdicate control and let the fates decide what path life takes. But the belief that our lives are subject to some unalterable master plan is disempowering. Don’t use destiny as an excuse for not taking responsibility for your own life. Take responsibility for both your actions and your inactions.
Here’s a harmful conception of destiny: “It doesn’t matter what I do. It’s predetermined.” Replace it with this: “I am destined for greatness. I’ve been given the power to do amazing things. But it’s up to me to make it happen.” Waiting for fate is like believing God has given you the gift of sight and then expecting Him to do the seeing for you.
Also don’t pretend that your decisions are being made for you. People say or think “I have to” or “I need to” far too often. Often when we don’t want to choose, we allege necessity, treating inner forces and constraints as outer. But that’s another attempt to avoid responsibility.
To change what’s wrong in your life, you must believe you’re the one in control. Don’t blame, complain, or criticize. Accept full responsibility for everything in your life, whether you caused it or not; even external problems can have internal solutions. Taking responsibility for your life will empower you, foster success, and heighten self-esteem, all of which lead to increased happiness.
Think of yourself as a creator, not an acceptor. An owner, not a victim. Accept responsibility for who you are, who you will become, the choices you make, and the consequences that result. Hold yourself accountable.

Written byTom Murcko

HUSBAND FOR SALE!!!

A store that sells husbands has just opened in Zimbabwe , where a woman may go to choose a husband. Among the instructions at the entrance is a description of how the store operates. You may visit the store ONLY ONCE!
There are six floors and the attributes of the men increase as the shopper ascends the flights. There is, however, a catch .. You may choose any man from a particular floor, or you may choose to go up a floor, but you cannot go back down except to exit the building! So, a woman goes to the Husband Store to find a husband .

On the first floor the sign on the door reads:
Floor 1 - These men have jobs and love the Lord.
The second floor sign reads:
Floor 2 - These men have jobs, love the Lord, and love kids.
The third floor sign reads:
Floor 3 - These men have jobs, love the Lord, love kids, and are extremely good looking.
"Wow," she thinks, but feels compelled to keep going.
She goes to the fourth floor and sign reads:
Floor 4 These men have jobs, love the Lord, love kids, are good looking and help with the housework.
"Oh, mercy me!" she exclaims, "I can hardly stand it!" Still, she goes to the fifth floor and sign reads:
Floor 5 These men have jobs, love the Lord, love kids, are gorgeous, help with the housework, and have a strong romantic streak.
She is so tempted to stay, but she goes to the sixth floor and the sign reads:
Floor 6: You are visitor number 4,363,012 to this floor. There are no men on this floor. This floor exists solely as proof that women are impossible to please.
Thank you for shopping at the Husband Store. Watch your step as you exit the building, and have a nice week.

 Adewunmi Daniel Abiodun
0809 748 6198

Truely !The Youths are Sleeping

 Take home for the youth irrespective of party affiliation with regards to the ministerial list released some days ago:
Olusola Saraki, the father of current senate president was the Senator under the leadership of Senator Joseph Wayas that screened Audu Innocent Ogbeh as minister in 1982 and was appointed as Federal Minister of Communications.
Fast forward to 2015, 33 years later... Abubakar Bukola Saraki​ is presiding over the screening of same Audu Ogbeh.
With an average age of 60, I think the ministerial list show show we are in Gerontocracy.
Awolowo was (37), Akintola (36), Ahmadu Bello (36), Effiong (36), Balewa (34) and Okotie-Eboh (27), Enahoro (27) led the struggle for independence after the death of Macaulay. Only Zik was 42 at the time.
In 1966, the first coup was led by: Kaduna Nzeogwu (29) and countered by Murtala Mohammed (28), Theophilus Danjuma (28), Babangida (25), Nanven Garba (23), Sani Abacha (23), Shehu Musa Yaradua (23), and brought into power Gowon (32), Ojukwu (33), Obasanjo (29), Buhari (24).
Most of the military administrators who governed the states under the successive military regimes, most of whom are governors now, were under 30 years.
The brief democratic dispensation which interjected the military interregnums also saw the House of Representatives in particular populated by majority of members under 30 years as well as some senators.Under 30s were also not in short supply with appointments, we have examples of MT Mbu who became foreign affairs minister at 23 and Pat Utomi who became a presidential adviser at 27 and so on and so forth.
NOW:
Why is it that this age bracket is today still sleeping in 3 seater chairs in their parents’ homes?
Why is it that this age bracket is today still collecting pocket money from their parents?
 Is it that there is no credible, vibrant young leader anymore in this country?We were told the youths of today are leaders of tomorrow right?
It is just shameful that perverse and self centered leaders keep on recycling themselves and the youth look on.

Enough said. Let that sink in.

dagre8owolabi@yahoo.com

Owolabi marvellous

 08156715876