"The gap between strategy and results is people.... - Deepstash

"The gap between strategy and results is people. Regardless of what strategic path you take, it executes through people."

KATHIE SORENSEN

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MORE IDEAS FROM THEARTICLE

  • Empower Employees to Be Leaders in Their Roles. The face of leadership is changing. It's less about the person at the front of the room who knows the most dictating to the group, and more about collaboration between individuals adding to a solution or idea.Β 
  • Listen Closely to Your People. When leaders are intensely interested in what's going on with employees, they can take meaningful, productive action.
  • Live Your Company Values. Core values must be an integral, living part of your business at every level, starting with leadership.
  • Hire Well. The people you hire shape your culture. Look beyond job skills to see the whole person. Use core values in your hiring process by asking specific, behavior-based questions.

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People-first cultures

People-first cultures are rooted in a philosophy that values people over profits.Β 

The ironic twist is that when employees are valued as whole individuals and provided the opportunity for well-being, connection, and fulfillment, companies are generally more innovative, resilient, and even profitable.

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RELATED IDEAS

Battle Burnout in Your Company for Good
  1. Be vulnerable with your customers. If you're adopting initiatives to prioritize employees' wellbeing, proactively let your customers know. It helps set expectations for how they can work with you, but it also gives them transparency into your culture, values, and priorities.
  2. Prioritize deep work. By having an operating system that values intentional work over time-in-meetings, people have more time to think, create, and reflect.
  3. Set the tone at the top. Building a culture of flexibility and balance only works if employees feel empowered to use it. That's why your leadership team needs to be leading from the front in battling burnout.

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Action Beats Deliberation
  • Careers are long. There's no need for a mad rush to find the ideal job. The first part of your career is about testing multiple jobs and understanding what you like/dislike and are good and bad at.
  • Don't spend so much time planning and researching the perfect career path -- you don't know what 'work' is yet anyway. Aggressively explore all options that seem interesting, learn, iterate, and you'll arrive to the 'perfect path' much faster.
  • Simply start. Don't wait to 'know more', don't wait for the perfect job, don't wait to know what you want to do before you even start.

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Lack of training and skill development

Naturally, hiking wages is one incentive for retaining workers, but it's hardly the only incentive. Besides reasonable pay, some workers want to feel like they're growing within their jobs. That their current situation will turn into improved future career prospects.

Strong training and upskilling programs are a major draw for job applicants -- 90 percent of survey respondents consider them an important feature in prospective employers. That number jumps to 97 percent for employees in the tech industry.

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