Today's post is from a guest blogger Kyle Lagunas. Whether you have seasonal employees or not, I think you will find this valuable.

Kyle Lagunas is the HR Analyst at Software Advice. On the surface, it's his job to contribute to the ongoing conversation on all things HR. Beyond that, he makes sure his audience is keeping up with important trends and hot topics in the industry. Focused on offering a fresh take on points of interest in his market, he's not your typical HR guy.

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Here is the third excerpt from our recent article on 3 Ways to Derail Team Formation. In Part 1 of this post I talked about the first mistake that derails team formation - Ambiguity of team purpose and vision for the future. Part 2 focused on the mistake of - Hiring a warm body instead of the right person Here's Mistake #3... Dis-orientation Most team members are hired and then thrown into the fire.

Here is the second excerpt from our recent article on 3 Ways to Derail Team Formation.

In Part 1 of this post I talked about the first mistake that derails team formation - Ambiguity of team purpose and vision for the future.

Here's Mistake #2...

Hiring a warm body instead of the right person

With the economy recovering and business picking up, I have been asked the following question several times by clients and potential clients in the past few weeks...

"How do we keep growing and maintain our culture at the same time?"

That is a great question.

As I look at the business landscape today, I believe two types of companies are emerging – (1) those that choose to cut costs at all cost, and (2) those that recognize that people got us to where we are today and people will get us out of where we are today.

Several years ago I was asked to do some consulting for a Fortune 500 company. At issue was finding out why the organization was so fragmented in its approach to business, even though the organizational goals had been well articulated and included in its vision, mission, and strategy. After some key employee interviews and focus groups in each of the main divisions, it didn’t take me long to see the problem. It was glaring.

Talent. In its most simple definition talent is any individual who has the capability to make a significant difference to the current and future performance of the company.

It is no wonder that more and more organizations are realizing the importance of good talent as a competitive edge. The scary thing is that in the next 10 years, HR professionals expect three out of 10 employees in their organization’s workforce to retire. That’s a lot of talent leaving organizations.