Instructor :
Bruce Lee

Webinar ID:
3073

In a post-Covid world, the old employee engagement playbook is no longer relevant. Resignations are highest in the tech and health care industries. 3.6% more health care employees quit their jobs than in the previous year due to increased workloads and burnout.

In a bruising war for talent, new-age startups are innovating faster with respect to hiring, coaching, and retaining top talent! Companies need to wake up fast to the shift in the employer-employee relationship, even if it aims to stem the recent tide of talent outflow.

If you want to improve your talent retention, you need to improve your employees’ onboarding & coaching experience.

Most newly hired and recently promoted employees in today’s companies are not job/responsibility ready, and often they are yet to develop the entrepreneurial skills appropriate to the company’s environment.

The purpose of onboarding should be setting new hires and recently promoted ones up for success and decreasing the time it takes to become comfortable in their new roles. This only works if onboarding processes are designed strategically with the end goal in mind. But onboarding has become even more challenging with the rise of remote and hybrid work.

Many organizations underestimate how long it takes a new hire to be proficient in their role. The average onboarding program lasts 90 days, but according to Gallup’s “Creating an Exceptional Onboarding Journey for New Employees” report, it typically takes new employees 12 months to reach their full performance potential.

A recent study found that only 50% of employees are satisfied with their work at the end of the week. That’s a lot of wasted potential! Main focus of Leaders & Managers shouldn’t be the work itself but the people doing it.

Employees perform better when they’re happy and motivated – That’s why the modern workplaces no longer needs managers – it needs Leaders who can coach & lead.

Leaders need to learn and understand the key dissatisfiers and how to coach them to turn them around.

The companies that retain key talent and invest in their workforces will be the ones who invest in employee onboarding. Companies like Walmart, Amazon, McKinsey, and Cisco are among those that have begun addressing these issues and have seen improvements in both retention and overall performance.

Given that how you onboard your employees will determine their experience, this webinar will show leaders how to address root causes contributing most to turnover in their organizations & set their new hires and newly promoted employees up for success.

Join us to learn:

• How to coach for improved performance by fast tracking employee skill development.
• This webinar will also cover creating winning attitudes and behaviors necessary for growth and success.

After attending this webinar, you will have a better idea of how to take an employee’s performance to the next level of contribution with increased engagement, so they don’t walk out the door.

In a post-Covid world, the old employee engagement playbook is no longer relevant. Resignations are highest in the tech and health care industries. 3.6% more health care employees quit their jobs than in the previous year due to increased workloads and burnout.

In a bruising war for talent, new-age startups are innovating faster with respect to hiring, coaching, and retaining top talent! Companies need to wake up fast to the shift in the employer-employee relationship, even if it aims to stem the recent tide of talent outflow.

If you want to improve your talent retention, you need to improve your employees’ onboarding & coaching experience.

Most newly hired and recently promoted employees in today’s companies are not job/responsibility ready, and often they are yet to develop the entrepreneurial skills appropriate to the company’s environment.

The purpose of onboarding should be setting new hires and recently promoted ones up for success and decreasing the time it takes to become comfortable in their new roles. This only works if onboarding processes are designed strategically with the end goal in mind. But onboarding has become even more challenging with the rise of remote and hybrid work.

Many organizations underestimate how long it takes a new hire to be proficient in their role. The average onboarding program lasts 90 days, but according to Gallup’s “Creating an Exceptional Onboarding Journey for New Employees” report, it typically takes new employees 12 months to reach their full performance potential.

A recent study found that only 50% of employees are satisfied with their work at the end of the week. That’s a lot of wasted potential! Main focus of Leaders & Managers shouldn’t be the work itself but the people doing it.

Employees perform better when they’re happy and motivated – That’s why the modern workplaces no longer needs managers – it needs Leaders who can coach & lead.

Leaders need to learn and understand the key dissatisfiers and how to coach them to turn them around.

The companies that retain key talent and invest in their workforces will be the ones who invest in employee onboarding. Companies like Walmart, Amazon, McKinsey, and Cisco are among those that have begun addressing these issues and have seen improvements in both retention and overall performance.

Given that how you onboard your employees will determine their experience, this webinar will show leaders how to address root causes contributing most to turnover in their organizations & set their new hires and newly promoted employees up for success.

Join us to learn:

• How to coach for improved performance by fast tracking employee skill development.
• This webinar will also cover creating winning attitudes and behaviors necessary for growth and success.

After attending this webinar, you will have a better idea of how to take an employee’s performance to the next level of contribution with increased engagement, so they don’t walk out the door.

Great Resignation – 4 million Americans quit their jobs in July 2021! The last several months have seen a tidal wave of resignations in the U.S. What can employers do to retain their key talents? Who will Win The Talent Outflow War In a Post-Covid Era?

We all coach – some are better at it than others. The problem is that many people are given the wrong information at the wrong time, in the wrong format, with no commitment or measure of what will change, and how to predict the failure or success of the process.

Poor coaching & onboarding can leave your employees with lower confidence in their new roles, worsened levels of engagement, and an increased risk of jumping ship when they see a new, more exciting position elsewhere.

Because today’s managers face a great deal of pressure to produce results, the temptation is to focus all of their energy on the work that needs to get done. This approach might produce results in the short term, but it causes more harm in the long term.

Focusing on coaching right from the starting is the better approach in the long-term, as it focuses on the team and what it needs to feel motivated to do its job effectively. Leaders who coach understand that when you help others succeed, you succeed too.

This webinar aims to enable the learner to

• Coach good employees into becoming great employees with high standards and results achieved by embracing new standards of what they can accomplish.
• How to turn good employees into great employees by high achievement created through high expectations, trust, and being challenged to grow their potential through insight and encouragement.

A coach focuses on each team member to identify, develop and grow their present and potential strengths. When done correctly, individual productivity can go up by 40%, a significant return on the coaching / mentoring process.

The core of this session is understanding the coach’s role and all the steps to coach. Be it for attitude or skill.

Join us Now!

Great Resignation – 4 million Americans quit their jobs in July 2021! The last several months have seen a tidal wave of resignations in the U.S. What can employers do to retain their key talents? Who will Win The Talent Outflow War In a Post-Covid Era?

We all coach – some are better at it than others. The problem is that many people are given the wrong information at the wrong time, in the wrong format, with no commitment or measure of what will change, and how to predict the failure or success of the process.

Poor coaching & onboarding can leave your employees with lower confidence in their new roles, worsened levels of engagement, and an increased risk of jumping ship when they see a new, more exciting position elsewhere.

Because today’s managers face a great deal of pressure to produce results, the temptation is to focus all of their energy on the work that needs to get done. This approach might produce results in the short term, but it causes more harm in the long term.

Focusing on coaching right from the starting is the better approach in the long-term, as it focuses on the team and what it needs to feel motivated to do its job effectively. Leaders who coach understand that when you help others succeed, you succeed too.

This webinar aims to enable the learner to

• Coach good employees into becoming great employees with high standards and results achieved by embracing new standards of what they can accomplish.
• How to turn good employees into great employees by high achievement created through high expectations, trust, and being challenged to grow their potential through insight and encouragement.

A coach focuses on each team member to identify, develop and grow their present and potential strengths. When done correctly, individual productivity can go up by 40%, a significant return on the coaching / mentoring process.

The core of this session is understanding the coach’s role and all the steps to coach. Be it for attitude or skill.

Join us Now!

• Learn the role and objectives of a coach
• Adopt the 5 top strengths in a company that an employee looks for to get and stay supported
• Understand the 8 business factors driving coaching success
• See how it is trust that makes the difference in getting the improvements started
• Compare the attributes of people you admire that created their peak achievement and success
• Learn the ‘S.A.M.’ method to get the best out of your people in increased morale, retention and productivity
• Examine Don Shula’s and other sport coaches’ success attributes
• Create a recognition program that drives and sustains that crucial quality of engagement
• Learn how Jack Welch and other business leaders drove success at their companies
• Identify how to implement the Situational Leadership Model : Work with new employees to move them to confidence and empowerment.

• Learn the role and objectives of a coach
• Adopt the 5 top strengths in a company that an employee looks for to get and stay supported
• Understand the 8 business factors driving coaching success
• See how it is trust that makes the difference in getting the improvements started
• Compare the attributes of people you admire that created their peak achievement and success
• Learn the ‘S.A.M.’ method to get the best out of your people in increased morale, retention and productivity
• Examine Don Shula’s and other sport coaches’ success attributes
• Create a recognition program that drives and sustains that crucial quality of engagement
• Learn how Jack Welch and other business leaders drove success at their companies
• Identify how to implement the Situational Leadership Model : Work with new employees to move them to confidence and empowerment.

• Human Resource Professionals
• Leaders who care about the people they lead
• Executives who want to improve company work culture
• Managers who want to develop their team members skill and build effective work relationships
• Managers and supervisors
• Anyone who leads a team

• Human Resource Professionals
• Leaders who care about the people they lead
• Executives who want to improve company work culture
• Managers who want to develop their team members skill and build effective work relationships
• Managers and supervisors
• Anyone who leads a team