GXY REBOOT

If you want an engaged workforce money is clearly not the answer, recent research has shown that there is no significant difference in employee engagement by pay levels.

In fact, if you want your employees to be happy with their pay money is not the answer.  In a nutshell: money does not buy happiness. As Arnold Schwarzenegger once said, "money doesn't make you happy. I now have $50 million but I was just as happy when I had $48 million."

The more people focus on their salaries the less they focus on satisfying their intellectual curiosity, learn new skills or have ...

Many high flying executives are coming to realise that they don't have to justify their salary by sitting in their office for 80 hours a week, and for many of these project based work is becoming more and more attractive.

The surprise may be not that top talent is looking for “permanent temp work” but that anyone who has a choice would want a traditional job.

Click here to read an interesting article about the rise of the supertramp by Harvard Business Review.

Top talent leave an organisation when they’re badly managed and the organisation is confusing and uninspiring.

So what can you do about it?

Click here to find out!

What does your organisation to retain top talent?

Women are returning to work quicker these days - but how is your organisation handling their transition from the nursery to the boardroom?

The number of women returning to work before their babies turn one has increased to 57% from 52% just 6 years ago.

Women are going back to work earlier for two reasons. First, they need the money. With rising mortgage stress, families find they cannot rely on one income. Second, they want to stay engaged. Women have learnt the longer they stay out of the workforce, the harder it is ...

We've all had our fair share of bad managers... 

Managers who don’t create the right opportunities for their employees, don’t communicate with them, and don’t appreciate them often find themselves dealing with a high turnover rate. Good managers, on the other hand are people you keep in touch with even after you leave a position. Bad managers are people you keep track of so you can avoid them in future.

Click here to read an interesting article from Forbes about why your employees may be leaving you.

A key element in the growth of the national economy comes back to the success of the individuals that make up that economy. 

This means that governments and corporates need to support individuals throughout their lives to make education, training and work choices; providing individuals with the right skills at the right time is key to empowering them to manage their careers successfully.

Click here to read the National Career Development Green Paper.

"Where the needs of the world and your talents cross there lies your vocation" - Aristotle

With 60% of workers unfulfilled globally, and only half of that willing to do something about it; how can you find where your talents and values meet?

Watch Roman Kznaric from The School of Life as he discusses 'How to Find Fulfilling Work'.

 http://www.youtube.com/watch?v=1y6417fnIKU&list=UU7IcJI8PUf5Z3zKxnZvTBog

It’s no secret that it takes a lot of time and money to acquire and maintain exceptional talent. 

A ‘good’ employee will come into your organisation and do their job day in, day out.  A ‘great’ employee on the other hand will come into your organisation and change things from day one, they will move the company in directions once thought impossible.

These are people who understand the power of cause and effect – they just get ‘it’.  One of the most important traits of these people is that they don’t work in isolation – they not only drive their own career ...