Customers today are different from the ones even just a couple of years ago. For one, they’re much more informed and discerning. Given access to the Internet, social media and the like, it’s easy for customers to know what they want and even how they want things to be. And they’re not shy about their choices too, nor do they hesitate to switch to a competitor if they’re not satisfied. Given how word gets out, bad reviews from customers carry exponentially more weight today than they did before. It’s also important to note that with the continued rise and use of the Internet and social media and the way they’re integrated into many things — doing business among them — more and more companies are seeing how important it is not only to have a solid and strong digital and online presence, but also to deliver a high quality digital customer experience.
Strategic management and Innovation
Retaining top talent is a major goal of employers, managers, and corporate executives around the globe. However, this is not a very simple concept and it may be more difficult for you as the manager to hold onto great employees than you’d think. There are countless mistakes that company leaders have made when it comes to employee retention.
However, these mistakes are easy enough to avoid if you know what traps to stay away from. Often, when you’ve made those mistakes over and over again, your best workers are the first ones to leave and take on a new job. The best and brightest employees tend to have more skills and opportunities within their field, which means they can quickly pick up another position at a different company.
Many corporate leaders throughout the world have lacked the know-how to adopt social business technologies and apply the true value of such platforms throughout their organization. Why have so few companies truly tapped the value of social business technologies?
There are a variety of challenges that stand in the way of properly implementing social technologies such as cultural or organizational problems and the expectation that such technologies may bring immediate results and cost savings. Without large returns, many company leaders tend to decline the concept of company-wide programs.
Let’s get this out of the way this early on: There is NO one correct leadership style. A lot of factors affect the kind of leadership model that works for a particular individual, team, and / or organization. Some leadership models that work with others won’t always work with the next team or company. It’s important to remember that leadership, as well as whichever of the leadership models one chooses isn’t the end into itself — the goal is to drive a team or the organization forward in a positive way, fostering an environment where stakeholders are motivated, productive, and creative, and creating a way for that organization to keep its relevance and continue to be innovative, cost-effective, and revenue-generating.
In today’s highly competitive and fast-paced operating environment, running an efficient, cost-effective and productive digital business is essential. The name of the game now is managing not only finances (which is vastly different in this digital era of ours), but also business intelligence and big data, and leveraging your digital prowess and development to be pioneers of digital disruption in the industry that you are in.
As the clock ticks on, millennials, or people born between 1982 and 2000 are primed to replace baby-boomers as the defacto work population. In fact, by 2025, millennials will represent 75% of the world’s workforce. But does an age-based label really mean anything vis-a-vis productivity and work ethics? As many managers have found out the hard way, managing millennials is not the same as any other age-group. It’s not uncommon to find older people at companies defining millennials as “entitled,” “narcissistic,” “wanting a trophy for just showing up” and “disloyal.”
A significant factor that affects how an organization moves forward is the management skills of the people in key places — managers, supervisors, executives. Decision-makers need to be on-point in the way they manage resources like manpower, finances, and time in order to help propel their company towards greater success. In the same vein, people who wish to pursue greater heights in their respective careers also need to display the right management skills.
Working from home while sipping coffee in pajamas sure is quite the way to live. Indeed, more companies and employees alike are hopping on the digital nomad bandwagon than ever before.
And why shouldn’t they?
Employees can work from home, set their own schedules and save big on commuting daily, while companies can slash infrastructure costs by leveraging their workforce’s hardware and software.
Why invest in costly stuff when all your employees already have it? But, doing so is easier said than done. Since you have no way of knowing how much seriously your remote workers take security, you might open up a digital pandora’s box by letting them run company data through unsecure ware. Companies obviously have to update their security best practices if they want to safely exist in a world without borders.
We are all wondering what makes a highly successful employee. Chances are that most people believe that intelligence and going beyond and above the demands of the job position such as working extra hours or taking extra tasks is the key to become successful at work. Yet, times are changing and so do the traits of successful employees – pay attention to emotional resilience.
Stress in the workplace is increasing along with the pace of global change being associated with work overload, role conflicts, job insecurity, and deadlines. Although the development of business intelligence software helps employees work more efficiently, some of them still feel overwhelmed by their job tasks. Thus, success relies on an individual’s capacity to cope and even thrive when faced with stressful situations. The way resilient employees perceive their occupation and day-to-day tasks sets them apart by perceiving their work as meaningful.