sTraTegix.xyz

Name: sTraTegix.xyz
Address: Sarasota County, FL, 34243, US
Telephone: +19412255239
Price range: $$

Organizational Design Strategy and Optimization since 2010.

We perform organizational assessments and develop strategic initiatives to achieve defined organizational goals.

01/15/2026

... how to get your team engagement to a whole new level. 💫

09/23/2024

Proper onboarding is key to engaging talent and a best practice for talent retention. New employee onboarding is the process of integrating a new employee with a company and its culture, as well as getting a new hire the tools and information needed to become a productive member of the team.

Onboarding new hires at an organization should be a strategic process that lasts at least one year, staffing and HR experts say, because how employers handle the first few days and months of a new employee's experience is crucial to ensuring high retention.

It is incumbent on the I.T. Manager to have everything ready to go for new hires on day one ... to support their technology experience and create positive rapport so employees are confident and comfortable to reach out for additional support down the road.

06/30/2024

Design thinking is an iterative, non-linear process which focuses on a collaboration between designers and users. It brings innovative solutions to life based on how real users think, feel and behave.

This human-centered design process consists of five core stages Empathize, Define, Ideate, Prototype and Test.

Customer-centric innovation strategy ...

05/26/2024

7/31/2024 let's talk 'strategy' ... P2S Event Four "Strategy Ex*****on" ... outcomes by design. Registration is now open: suncoastp2s.com

05/14/2024

Employee compensation has traditionally been shrouded in secrecy. Salaries were rarely discussed in polite company, and employers did not disclose their compensation for job openings until making an offer. Inquiry about co-workers pay was taboo ...

But a series of rapidly expanding laws requiring employers to post salary ranges and prohibiting questions about salary history are offering more pay transparency than ever before, creating a foundational challenge—and opportunity—for organizational leaders.

Companies around the world have been increasingly adopting pay transparency policies and practices as a means of fostering an engaged and positive working environment that builds trust. Pay transparency has positive impacts on employees’ perceptions of trust, fairness, and job satisfaction and has been found to boost individual task performance.

According to a recent Salary.com survey, 77% of organizations say they pay employees fairly, yet studies show only 1/3 of workers agree. Why do 2/3 of workers doubt they are paid fairly?

According to PayScale, if the process is not transparent, employees — particularly younger ones — may be more likely to leave a company within six months. However, when employees know what everyone in the organization is paid, managers must justify visible pay differentials and respond to employee requests for raises in order to address differences and generate a sense of fairness.

“Pay equity does not mean that all individuals will receive exactly the same pay, even for workers who occupy similar roles,” the Payscale report reads. “Pay equity is about fairness, and fairness takes into account differences between people that are nondiscriminatory, such as years of experience, education, special skills and location.” Building and communicating the framework for that fairness takes work.

Your organization won’t reap the benefits of a transparent pay process if it lacks an objective performance measurement or reward system. Additionally, all employees must learn and understand the compensation policy and methods of calculating pay. Without proper manager training and learning resources for employees, a transparent compensation system will only lead to further confusion.

In order to prevent pay transparency from becoming a catalyst for contention, organizations need to move beyond simply providing access to pay information and take a more holistic approach to reward-related human resource practices, ensuring that managers and employees understand the logic underlying pay and performance management processes, and that these processes operate in sync to achieve the organization’s strategic objectives.

05/06/2024

The results of a recent Yale research report suggest that companies promote employees into management roles based on current performance rather than expected performance as managers.

In the 1960s, teacher and author Laurence Peter playfully put forth an idea called the “Peter Principle.” He suggested that firms promote workers who are performing well in their current jobs until they reach positions for which they are ill-qualified.

But research to determine if the Peter Principle is actually true has been sparse. “It’s a very intuitive idea that hasn’t really been tested in the data,” says Kelly Shue, a professor of finance at Yale SOM.

Employees are promoted into managerial positions based on their performance in previous roles, rather than their aptitude for leadership. It’s incumbent on HR departments to understand who possesses innate leadership abilities, rather than just promoting employees who excel in one particular area. Upskilling and more exhaustive vetting of candidates’ leadership skills could prevent the Peter principle from taking root in your organization.

An HR Professional has a duty to make promotional decisions that are good for both the employer and employee; however, to set someone up for failure and harm the organizational wellness is blatantly negligent. To 'promote' a high-performance employee into a role of embarrassment where they will experience dismal outcomes is just wrong.

As painful as this might sound (for both the individual and the organization!), it happens all too often in today’s workplaces.

11/19/2023

Floridians clearly have an entrepreneurial mindset that not only benefits themselves, but also their communities through the jobs that they create.

Florida has the highest percentage of the population that has started a business (0.61%). Of those, 86% started their venture out of choice rather than necessity, i.e., because they were unemployed or required another stream of income.

These start-ups have the highest number of jobs created in the first year with 6.53 new jobs per 1,000 people. With 13,238 small businesses per 100,000 people, this is the most in any state.

11/12/2023

It’s no surprise that job candidates lie to get ahead. According to a recent survey from Resume Builder, 1/3 of Americans admit to lying on their resume; with the most common lie being the amount of experience they have. Another study found that almost 80 percent of candidates had misrepresented themselves to potential employers. A.I. generated content is a potential risk of creative embellishment for including inaccurate information. The candidate is responsible for ensuring resume accuracy ...

09/24/2023

Talent Recruitment and Retention: Employee expectations extend well beyond compensation. Prepping managers to talk about pay is essential when rolling out pay transparency policies.

HR leaders are making it clear: Pay equity doesn’t mean you pay everyone the same.

Employees aren’t just interested in the pay range for their current role. They also want to know how they can move up in the organization, or how a promotion could affect their income.

HR is encouraging managers to be more transparent in their career development conversations with employees and to find out how your employees feel about their experience at your company.

An absence of pay transparency is indicative of unfair pay practices, secret favoritism, and covert exploitation; or the perception there of ...

Address

Sarasota County, FL
34243

Telephone

+19412255239

Website

http://www.strategix.xyz/

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