#TalentAttraction #Tuesday – THE GREAT RESIGNATION – YOUR COMPANY – BENEFICIARY OR LOSER?

Where does your organization fall? Is your organization growing or is it shrinking?

Humans are interesting beings. What motivates one human, may have no impact on another, or worse, may negatively impact the other. Are your employees intrinsically motivated – or are they extrinsically motivated? Or do you know who is motivated one way, and others, the other way?

Occasionally, leaders of companies only understand their own motivations.  Since their focus is to grow their organization, they may not be sensitive to some top members of their staff who may not share that style of motivation. Simply, they assume everyone is motivated the same way.

What Differentiates The Type Of Employee Motivation?

There are two types of motivation with an infinite number of variations between them (because we are humans!).

Extrinsically motivated individuals tend to be those who are motivated by External factors – Money and Recognition are most recognized (sound like a Sales Professional?).

Intrinsically motivated people tend to be self-motivated. There are many examples of self-motivated individuals – Writers, Human Resource Professionals, and Accountants among them.

Then there are the people who are hard to put in the Motivation box. I tend to be one of them. Recruiting and Coaching tend to be Extrinsic motivations. Writing and running my business tends to be Intrinsic motivation.  However, I do enjoy receiving compensation commensurate with my services and enjoy deserved recognition.

Is One Type Of Motivation Better Than The Other(s)

This response is a solid DEPENDS (I know we all would like a definitive answer).

The factor that drives successful managers to engage and motivate their teams is the recognition of HOW to motivate the individuals in their teams. Every person is different – and contrary to some managers’ beliefs, there is no one way to motivate them.

May I suggest that you pick up Daniel Pink’s book, Drive: The Surprising Truth About What Motivates Us to learn more about how to better identify and motivate each member of your team? For your convenience, this is the Amazon link – Drive: The Surprising Truth About What Motivates Us: Pink, Daniel H.: 8601420442870: Amazon.com: Books

As a practicing Talent Attraction expert, this book explained some candidate behaviors that I experienced over the past 40 years. The book may assist your Managers with their Motivation of team members.

Remember, Motivated team members are ENGAGED Employees – and every company needs Engaged Employees to successfully grow a solid business foundation to expand.

Is The Great Resignation All Bad?

Here comes my “It Depends” response.

It depends on WHO is departing your organization (this applies to Nonprofits and Associations too). Was the individual who resigned one of your top employees? If so, there is something wrong in your organization that needs to be addressed immediately.

If the person who resigns is one of your organization’s bottom 5% of your employees, the answer is probably not bad. When Jack Welch was the CEO of General Electric, his practice was to let the bottom 5% of employees go. Then the managers tried to hire better skilled new employees to upgrade their organizations.

The challenge is not to rationalize losing a top performer by saying he or she needed to go. That attitude filters through an entire organization – and the organization will eventually lose all of their top performers to recruiters, like me.

How Do We Improve Motivation Recognition And Implementation?

This is a great question – and not one with a blanket response. There are some steps your company, nonprofit, association, or society can take.

1. During your interviews, ask questions to try and determine a candidate’s motivation. The problem is that many candidates cannot respond truthfully to motivation questions. They may not “Know” what motivates them but they do know how certain actions make them FEEL. Ask them  the “Feel” questions. Once you know how a person is motivated, it may help you determine their cultural fit for your organization – and that manager. For instance, if that manager does not publically recognize a great job, it will be a poor fit for someone who is driven by recognition.
2. Most companies do not formally train their managers how to effectively interview candidates. If they have not been trained to effectively interview candidates, they certainly have not been trained to select the best qualified candidate for their opening.
3. Train your managers on how to listen to their team members, and determine how each member of their team is motivated. This key skill improves engagement – and importantly, Retention.

Recruiting is Not Magic. It is Focused, Hard Work.

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

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