What’s Driving the Big Quit? (Part 1)

Why are so many people quitting their jobs? According to Hogan’s Erin Crane, PhD, burnout and empowerment are the two major causes of the Big Quit, or Great Resignation. Read more.

The Importance of Staff Development During an Economic Downturn

To say that these are interesting times that we are living in is an understatement.

Over the past couple of weeks, we have seen panic-buying at supermarkets; a rout on global stock markets; racism and bigotry rearing their ugly heads; all coupled with a disturbing lack of leadership by many of our global leaders during trying and uncertain times.

It has been said that “People can deal with bad news better than they can deal with uncertainty." I agree with this, and believe that during times of uncertainty – such as the current COVID-19 pandemic – the role of effective leadership becomes even more critical.

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How Times of Crisis and Uncertainty Can Help You Spot High Potential

In any company, few things are more important than having a strong pipeline of high-performing leaders. In this new COVID-19 era, leadership teams everywhere are now faced with making critical decisions in an environment that changes hourly. Leaders from every size of organization are required to exercise judgment in unprecedented scenarios.

At Hogan, we have long researched the personality characteristics of effective leaders in the midst of high-pressure situations. We have also closely studied the identification of high-potential talent, or talent that has the ability to build and lead teams that can consistently outperform. This is a unique moment in time to identify high potentials (HIPOs) and next-generation leaders. Such moments of crisis often provide incredible opportunities for HIPOs to be identified, as the demands for high-risk and high-visibility decisions increase.

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Emergence versus Effectiveness

There is an old adage that cream always rises to the top. In talent management, that means people who are fit to lead an organization will rise to the corner office on their own. Although many organizations operate this way, the truth is that the best leaders rarely end up in the corner office, which is probably why half of new leaders fail. Failed leaders can cause big problems. Leaders should drive employee engagement, yet only 30% of employees are engaged, costing the U.S. economy $550 billion a year in productivity loss. Moreover, a large global survey of employee attitudes toward management suggests that a whopping 82% of people don’t trust their boss, and over 50% of employees quit their job because of their managers. Read More »