How to Keep Your Top Talent from Churning - Focus

How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask How to Keep Your Top Talent from Churning - Focus I work in an industry where “startup” is a daily word, everyone’s fantasies seem to involve a “unicorn”, and “office perks” are the currency. The resource we seek  is a team of efficient, dedicated, employees. But when so many startups focus on acquisition and the resource is limited, shouldn’t we focus more on reducing our top talent churn? Reducing Churn They say in growth, it’s easier to stop your already invested customers from leaving than to acquire new ones. Things are no different when it comes to HR. An existing employee has already seen enough value in your company to seek a job, is (hopefully) motivated enough to produce good work, and is invested in the product that you’re building together. This makes them a lot more likely to stay with you than the employee who is just learning about you, along with the other 50 tech companies looking to hire them. If you want to build a team of top tech talent, its better to invest in developing the talented  employees you already have in-house.  Here are 5 tips that will help you retain your top talent, based on what others say and on what we’ve discovered at our own company, MeisterLabs. 1. Find out what motivates your high performers The first step in retaining your high performers is finding out what motivates and engages them. This is not something that you should take for granted. Even if they seem happy and productive you might find out the truth when it’s already too late. Potentially when they’re handing you their resignation letter. That’s why it’s crucial you don’t skip your yearly (or even more often) evaluations and that you do them thoroughly. Asking your employees if they’re satisfied in their job isn’t enough. Instead, ask “What would cause you to take a job with another company tomorrow?” This query prompts people to share their underlying criteria for job satisfaction and to list which of those elements are missing. Surprisingly enough, we have never run a proper employee satisfaction questionnaire or discussion at MeisterLabs. But as they say, better late than never. We ran our questionnaire anonymously, but the general results gave us a much clearer view of what’s important for our employees, or as we like to call it in growth, their AHA! Moment. Product is king Somehow unsurprisingly, after the monetary factor, working on a meaningful product (one that they would use, believe in, etc.) ranked highest within our company. Your product is the most important thing to your customers, to your users, and to your employees. People want to work on something close to their heart and a product thats useful. 2. Focus on training and transforming your managers into coaches They say in HR that employees don’t quit jobs or companies, they quit managers. And we’ve confirmed this in our company when we saw in our questionnaire that “Knowledgeable managers and colleagues” came in very close after working on a meaningful product. Our team also rated constant feedback and recognition highly. It’s no surprise that people want to learn from each other, want to know they work with someone they can trust, and want to keep growing professionally. To help your managers be the kinds of leaders that people want to work hard for, transform them into coaches. “A manager shows someone how to do something, such as the day-to-day tasks for his job, and a coach goes a step further to help an individual realize his full potential and maximize positive outcomes,” says Clifton Harski, the director of training and national head coach at Fitwall. If you feel your team leaders arent providing this yet, its worth investing in managerial training. A good training course will help  your managerial team to better support their teams to grow, perform and stay in their roles. In short, theyre worth the investment. Team management made simple Discover MeisterTask Its free! Discover MeisterTask 3. Offer remote working options In our internal questionnaire, 50% of my colleagues rated remote working and flexible hours as very important requirements. And its not just internal.  Were asked a lot during job interviews whether we offer these kinds of working arrangements. Intuit also found that 79 percent of full-time workers want to work from home at least part of the time.   Luckily we already offer flexible hours, but the options for remote working are still limited.  In our industry, remote work is not so much a perk anymore  but is closer to becoming standard procedure. This has, of course, been facilitated by the many tools that help us to do so: Slack, UberConference, MeisterTask, GitHub, Dropbox, Harvest, just to name a few. To retain top talent, it’s important that you enable your team to work wherever they work best. If this means establishing procedures and tools for remote working, itll likely to be worth the effort. 4. Allow your top talent to fail In many top talent development programs and companies, one of the concerns of top executives is the possibility of derailment or the failure/underperformance of a candidate at the next level. Usually, when a promotion is planned or a top position opens up, promising employees are offered training assignments that provide very little risk of failure. But by being too cautious you risk never allowing emerging top talent to develop. True leadership and professional development take  place under conditions of real stress. We’ve become aware of this quite recently ourselves so amended our development process, creating the role of a feature owner. This puts responsibility in the hands of our developers as they have to go through all of the required steps. Writing specification documents; holding departmental design meetings; coordinating the development team; communicating with the QA team; its all down to them. Feature owners need to ensure that high-quality code is being produced and that their feature is delivered on time. It sounds like a lot and it has put considerable pressure on some of our developers. But with help from managers and colleagues, they’ve learned from their occasional failures and emerged with more knowledge and confidence. Assigning feature owners has helped us to identify management talent within our developer ranks. Weve also demonstrated that we trust our team and will recognize their good work, motivating them to keep it up. 5. Share your corporate  strategy with your high performers In the traditional working environment, meetings happened behind closed doors. Whispers were everywhere and employees lived in fear of being fired at any moment. I remember vividly my mother telling me about her workplace scare stories. Luckily for me, and hopefully everyone else working in a modern company, this is not the case anymore. Honesty and transparency  have become so much more important, not only to employees  but also to top management. Make sure you make these values part of your company culture too. High performers and potentials are acutely aware of your company’s health and are focused on the senior team’s strategy. The same way they want to work for knowledgeable managers, they also need to trust their top executives. With 90% of startups  reportedly  failing, you can’t blame them. There are many ways in which you can involve your high potentials in your company strategy. Some companies send out email updates detailing company performance and strategic shifts; some invite top performers to quarterly meetings; others even invite them to attend closed-door briefings on important strategic updates. Which path(s) you choose is up to you, as long as honesty and transparency are central to those decisions. Don’t wait for your top talent to start churning for you to create a company that everyone loves. Start by looking inside. Identify your high performers, and start creating a company culture that aligns their highest values with yours. Have any questions or tips of your own, on how to hold on to top talent? Wed love to hear from you in the comment section below. Team management made simple Discover MeisterTask Its free! Discover MeisterTask

How to Prepare For Your Amazon California Bar Essay

<h1>How to Prepare For Your Amazon California Bar Essay</h1><p>An Amazon California Bar Essay is intended to test your cognizance of laws, rules, guidelines, and the legitimate calling in California. In a law oriented scrutinization, the essential objective is to turn into a certified legal counselor, a lawyer who speaks to customers under the steady gaze of a court, and who additionally enables individuals and associations to arrive at their objectives. An individual who has finished a California Bar test is affirmed to speak to individuals in common, criminal, family, land, individual injury, work, ecological, bequest, business, clinical misbehavior, lodging, purchaser assurance, movement, family law, and different regions where one can possibly be included. A few instances of laws and issues that will be utilized in an exposition are tort law, business law, corporate law, protections law, and scholarly property.</p><p></p><p>You may defini tely recognize what these regions are, however on the off chance that you don't, a lawyer is for the most part somebody who works for an association or government body and has some expertise in a particular region of law. The person in question is liable for bringing a particular case under the steady gaze of an adjudicator or a jury, with the point of either winning or having the case heard by a more significant position authority. For instance, a company may recruit a lawyer to speak to it in a fight in court with a rival in a court of law.</p><p></p><p>The composed article is normally founded on a scholastic paper or coursework, just as on an examination paper, an entry level position, or meetings. There is no restriction to the occasions you can rehash your composed exposition for passing.</p><p></p><p>The article encourages a contender to all the more likely comprehend the law and to plan for a genuine test that can decide whether the individual is prepared to start providing legal counsel. In a genuine courtroom, not all parts of the case might be secured. That is the reason the composed article is utilized to enhance the study hall exercises. It causes the understudy to ingest all the data required, just as to be set up for explicit situations.</p><p></p><p>One approach to assist you with getting ready for the Amazon California Bar Essay is to watch numerous movies about the legal framework and court preliminaries. Study the diagram of the case to find out about the subtleties. Likewise, consider viewing numerous court introductions about cases you know the details.</p><p></p><p>Take time to contemplate subjects in books or on the web. Also, remember to peruse lawful news and lawful diaries to get new data. Another extraordinary wellspring of data are an assortment of scholarly reference books accessible in book shops and through online libraries.</p>&l t;p></p><p>To plan for a paper, the Amazon California Bar Essay is a good thought. It encourages you to get comfortable with the data you will require in a composed paper, and it likewise gives data you would not in any case approach. Great luck!</p>

Sell Your College Papers For Sale - How to Sell Your Paper Without People Seeing it

<h1>Sell Your College Papers For Sale - How to Sell Your Paper Without People Seeing it</h1><p>If you need to sell your school papers available to be purchased, there are a couple of approaches to do it. In any case, the most ideal approach to do it is by utilizing the web and the overall web.</p><p></p><p>A part of individuals sell their papers. The explanation they sell their papers is that they don't have the foggiest idea how to manage their papers. They are simply in a similar circumstance like every other person, and that is there is nothing for them to do with their papers, or they simply need to sell them.</p><p></p><p>But there is an approach to get cash, and it is by selling your papers on the web. There are numerous approaches to sell your papers on the web. You can make them by and by, or you can enlist somebody to do it for you. This is the most ideal approach to get the most cash for your papers.</p> ;<p></p><p>The first thing you have to do is to set up your own site and begin selling. Ensure that your site is cutting-edge. Ensure that it is very much enhanced. Try not to attempt to do a site that is old, except if you realize how to do it properly.</p><p></p><p>Write a postcard and post it on Craigslist and different spots that you discover promotions for advertisements. Ensure that you express the title, the spot and the date of your sale.</p><p></p><p>After that you have to make a direct mail advertisement. Ensure that you have a compact and convincing letter, on the grounds that solitary the individuals who are truly keen on your paper will peruse it.</p><p></p><p>Sell your papers in your nearby public venue or even at your congregation and request a flyer. It isn't significant on the off chance that you do this by and by or on the off chance that you have recruited somebody to do it f or you however do it with the goal that you can truly observe the effect of your deal and get great criticism from others.</p>

Research Paper Topics - Birth Control Vs Absteinance

<h1>Research Paper Topics - Birth Control Vs Absteinance</h1><p>What about utilizing research paper themes like anti-conception medication versus Absteinance? Well you ought to on the grounds that there are numerous things that can be talked about in a paper. However, a few themes don't have great to those issues that manage legitimate and strict issues.</p><p></p><p>You see there is a ton of data out there that discussions about Birth Control and Abortion. This implies there is a lot of themes to experience on the off chance that you are composing a paper on these issues. Subsequently you might need to consider utilizing a subject, for example, conception prevention versus Absteinance.</p><p></p><p>Some papers utilize the exploration paper points as an approach to cause their paper to appear to be longer. It appears as though they are attempting to discover a theme that is more dubious subjects are shorter articles th an different points. This is a decent methodology however can leave the essayist looking urgent and to individuals who don't care for points they may need to avoid.</p><p></p><p>So by what means would it be a good idea for you to pick themes like anti-conception medication versus Absteinance? The primary thing that you ought to consider is the measure of data that you will be ready to discover. There are a few subjects that are simpler to explore and expound on than others.</p><p></p><p>In this case the point should do with the legitimateness of Birth Control. A few people have an issue with it and will contend that Birth Control is illicit. These subjects are anything but difficult to inquire about and to expound on and in this way will permit you to be more creative.</p><p></p><p>With points like Birth Control versus Absteinance the theme has to do with Religion. Strict Freedom is something that is a famous po int on the grounds that numerous individuals have an issue with it. Nonetheless, the theme has to do with Christian points of view and perspectives on the subject.</p><p></p><p>In this case the subject of Birth Control in Absteinance has to do with Religious Freedom. The theme has to do with laws that influence people in general. While examining themes like this it is ideal to get more data on the subject that you are inquiring about before you start composing the paper.</p><p></p><p>With this you ought to have the option to pick points that are additionally engaging and which have to a lesser degree a possibility of going to squander. It is ideal to consider what kind of papers you will compose and to be receptive. Looking into themes can truly assist you with being increasingly innovative when writing.</p>