The right hires are crucial over all other inputs in the growth journey of a business. Low performance or losing talent within the first year are nightmares to all CEOs. Some tips on tailoring your recruitment approach
Many small and growing organizations struggle in attracting talent. You don’t have a name, an “employer brand” like the big guys. No problem! Here is how to get you started on your positioning yourself as an attractive employer…
Chances are high that you are one of the managers concerned about your team’s ability to deliver on the company objectives. You envision that with the right team you can surpass all challenges, make your customer happy and finally take relaxing vacations again. This blog helps you get started and shares an inspiring success story
In our work with growing businesses, we estimate that at least 85 % of the talent challenges they face could have been avoided from the beginning.
And when is the beginning? When we talk to start-up founders, a common phrase is ‘‘We are still very young now, we need to figure out the business model and raise capital and then we will have time to deal with talent issues’
Traditional Job Descriptions are not working. Little thought, skill and effort is put in, resulting in a chaotic picture in companies. For competitive advantage in a fast-changing world companies need agile role allocation systems. Manuela shares her insights on what is working for small and fast growing businesses when it comes to allocating work. Start improving your team’s output today with our 4 tips.
“I think we hired wrongly”. We have lost count of how often I have heard this statement. A survey showed 39% of hiring managers surveyed said bad hires cost them productivity. Even more shocking is that supervisors spend 17% of their time (approximately 1 day per week) in managing poorly performing employees.
So how can you avoid such high costs? We have compiled a few of the traps our clients have previously fallen into, why you should evade them and how to navigate them
I would like to explore with you the impact of unaddressed feelings in the workplace. If this topic is new to you, this is a great place to start. Talking about one’s feelings at work for some seems like a scary, a stupid and unwelcome thing to do. Here’s why the opposite is true and a few tips to keep in mind.
Let me start by sharing a story a good Kenyan friend of mine told me about growing up. He painted the picture for me how…
I vividly recall the first time I resigned. My boss banged his head on the table and lay there for 3-5 seconds. After he regained his composure, he only had one question: Why?
“Honey, we need to talk” – just as no one likes hearing this from their partner, managers and employees are equally afraid and unsure when “things need to change”. How to approach a business model transition, making space for the new and retaining what is working.
Global players know that hiring in Kenya is different from elsewhere. And if no one on the ground has time for recruiting, the vicious cycle of work overload continues. See how we helped strengthen the East Africa team of a global organization.
If sales targets are not met, the whole company is at risk and in uproad. This case study explains more about edge’s approach and successes in handling such scenarios
It is thrilling for us in edge that we have reached this far: We were challenged to reinvent our organization, to be bolder and to deliver high contribution to the growth of businesses around the world. Our journey has been transformational: to our products, our business model and ourselves
Looking back at 2014 is a very proud moment in edge’s ten-year history.
In just one year we achieved the transformation from a grant-based talent development and placement organization towards an organization delivering crucial support in unblocking business performance – and we’re well on track to profitability!
We in edge are on a road of transformation. Transforming edge into edge2.0. edge2.0 means a new internal way of working, a new external way of working, and a completely new portfolio of products and services. edge2.0 enables business results through people performance – from long-running small companies to start-ups, from standard businesses through to impact businesses.
It doesn’t have to be hard: Radically improve your start-up’s performance with better people practices
As part of our business model transition, over 6 months we interviewed 80 impact businesses, 25 investors/accelerators, 20 Human Resources experts and 100 talented young professionals across 4 markets. We are more convinced than ever that better talent management could help promising businesses to really take off. Take a look at our market research highlights