#TalentAttraction #Tuesday – TOP TALENT RETENTION
Is Top Talent Retention an Attitude? A Culture? A Lucky Break? OR is Top Talent Retention planned for?
Has your organization even identified your Top Talent? Some organizations choose the Top Talent based on individuals saying they are the best. If you have spent 10 years or more in your career, certainly you experienced the “climbers” somewhere along the way. They are amazing self-promoters, riding on the backs of their fellow employees.
Does your company create metrics to measure the success of each employee? Or do Managers toss darts to determine who is successful – and who is not successful? Too many companies simply guess who are the performers.
How Should We Create Performance Metrics?
The suggestion I make to my clients is to work with their employees to create the 3 month, 6 month, 9 month, and 12 month goals for their coming year. Each quarter should include a Learning goal (something new to the employee that applies to their job), Apply goal (apply that learning), and a Practice goal (put the new skill into regular practice).
Employees LOVE these goals! Why? Now they know what is expected of them. Many younger employees worked on a semester basis in college. They knew what was expected of them – and worked to complete those expectations to succeed. Then they go to work for a company. What happens? The manager says, “Do the work.”
Many times, they do not receive feedback on their work until the annual review – when the feedback is too late to change behavior. That practice is not fair to the employee – and not fair to the employer.
Then you may hear them say, “What’s the use? I do what my manager tells me to do. Then, when it is too late for me to change the results, I hear that they wanted me to do more or do something else entirely.” This is one of the reasons that according to Gallup only 36% of all professionals are engaged in their jobs – 64% of them gave up trying to improve.
As a Recruiter, candidates have announced their availability to make a move out of their employer by saying those words – almost like it is a script. And that behavior by the manager destroys retention.
What Makes People Happy At Work?
Over 40 years of recruiting calls have demonstrated a very simple concept to me. If a person is making positive, measurable impacts at work – and having fun, they will be happy.
Interestingly, some managers fail to understand the need for both sides of that equation. Please note that I did not include compensation in that equation.
There are different types of motivation. Some professionals are self-motivated. They recognize their impacts and are driven to succeed to receive recognition for their contribution to the team and company.
Other professionals are motivated externally, generally by money. Sales professionals who live on commissions are great examples of externally motivated professionals. Of course, they love the recognition…but would rather drive their Porsche.
A great book on Motivation is DRIVE: The Surprising Truth About What Motivates Us by Daniel Pink. I strongly recommend that every leader read this book, especially if retaining Top Talent is a priority.
Retention of Top Talent Depends…
The Top Talented Professionals are interested in solving problems, particularly difficult problems. The solutions they may be able to brag about solving. When you offer interesting, challenging work to your best people, there are two by-products.
The first important by-product is the professional remains interested in their work, especially if they receive some sort of recognition for their contribution.
The second important by-product is their work may attract other Top Talented professionals to join them – and your company in that work.
Our discussion today should assist your company in the retention of Top Talent and the attraction of more talented professionals.
Talent Attraction is Better than Talent Acquisition!
If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).
I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.
The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/
Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.
I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.
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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.
Bill@RecruiterGuy.com 435-714-4425
https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert
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USA 01-435-714-4425 Bill@RecruiterGuy.com
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