Four Simple Rules for Succession Planning

By Insead Knowledge

 

How to keep the business – and the family – running smoothly into the next generation and beyond.


Read more
 

Should a CEO’s Bonus Be Based on Financial Performance Alone?

By Harvard Business Review

 

On November 9, 2016, the shareholders of Australia’s largest company, and the world’s tenth-largest bank, revolted. The Commonwealth Bank’s shareholders were reacting to the board’s annual Remuneration Report, which contained a recommendation that the CEO be granted a bonus based on what critics saw as “soft” measures. Other firms have ventured down this path, including the conglomerate Wesfarmers, with its 200,000-plus staff, and the global hospital operator Ramsay Health Care.

 

Read more

The business logic in debiasing

By Mckinsey&Company

 

Debiasing business decision making has drawn board-level attention, as companies doing it are achieving marked performance improvements.

 

Read more

The Biggest Mistakes New Executives Make

By Harvard Business Review

 

Organizations invest a lot of time and money in hiring the right CEO or senior executive to set a vision and make the changes in their company. Yet within the first 18 months, there’s a  50% chance the executive will leave the organization. This failure comes with enormous costs, not only in disruption to the organization but financially, too. One estimate puts the cost at 10 times the executive’s salary – sometimes more.

 

Read more

How do i retain my employees? The 5 Effective Strategies that will help your company retain Talent

by Nathalie Dib, Management Consultant at NECG.

Employees’ turnover is a common issue faced by many organizations. Time and money is constantly invested to recruit and groom employees but yet some companies see their staff’ turnover on the rise. This retention crisis is frustrating for employers who need to keep their top performers in place to achieve business goals and to avoid the heavy costs that are incurred upon the departure of key employees, including but not limited to loss of productivity during the recruitment and induction phases, in addition to the recruitment costs.

Employees quit their jobs for various reasons, including better career opportunities, compensation, and/or bad relations with their supervisor, etc. No matter what makes the employees exit, companies have an obligation to better understand their reasons if they want to retain employees in the future.

NECG’s Human Resources Consulting practice has assisted over the years many medium to large sized companies in their efforts to retain their employees. First we helped them understand the reason why these employees are leaving and then elaborated the adequate action plans to retain them. We are sharing with you today some of our best practices on the matter, summarized in 5 five major steps.

Read More

What makes a CEO ‘exceptional’?

By Mckinsey&Company

 

We assessed the early moves of CEOs with outstanding track records; some valuable lessons for leadership transitions emerged.

 

Read more

For more information, please contact us on

+961 1 422 690/2 or email us at recruitment@necg.com.lb