Is retaining Top Talent a priority in your organization? Does your company treat it as such? How does the growth of Top Talented individuals benefit your company? Increased Productivity? Increased Profitability? Attraction of other Top Talent? All of the above.
As a recruiter for the past 40 years, I have noticed one consistency among companies – they are too busy to train their Managers. Their Managers claim they are too busy to be trained. Does that claim translate that they need training more than ever? Or are your Managers overworked?
A Manager Who Has Not Formally Been Trained To Interview…
Has not been trained to select the Best Qualified Candidate. Isn’t that a scary thought? It’s true. They will try to hire a candidate that “looks like them” – same experience, same skills, same everything. Why? They are trying to replicate their success. How does that practice impact your company’s Diversity Hiring?
Once they have trained to select the best qualified candidate, have they been trained on the nuances of Managing Top Talent? May I suggest a book for Every Manager to read? This book, Topgrading: How Leading Companies Win By Hiring, Coaching, and Keeping The Best People by Dr. Bradford D. Smart (I like to add, “A Smart guy wrote “TopGrading”) Topgrading: How Leading Companies Win by Hiring, Coaching and Keeping the Best People: Smart Ph.D., Bradford D.: 9780735200494: Amazon.com: Books is one of the best books that I have read on the topic.
In many organizations, the Hiring Manager needs initially to protect the Top Talent from jealous internal passive-aggressive behavior until they are established.
How Do New Managers Motivate Top Talent?
As humans, we respond to stimulation in different ways. Some Managers feel they need to micromanage every employee. This may be true for some employees but generally not for Top Talent. With Top Talent, they need to know the guidelines – and then get out of their way! They tend to be internally motivated. Too much negative external motivation will cause them to leave your company. Most companies want to avoid the loss of promising Top Talent.
Would you agree that training all Managers that it is beneficial to differentiate how Top Talent is motivated? Create a training program for each organization within the company that engages the Managers to demonstrate how the different types of motivation work or do not work for them. Then explain that they need to observe the members of their team when they react to “motivation.” This is an opportunity to discuss with team members in a candid conversation how they prefer to be treated.
It is not often that I recommend 2 books in one blog. Today is the exception. Another book that all Managers, Executives included, should read is Drive: The Surprising Truth About What Motivates Us by Daniel Pink Amazon.com: Drive: The Surprising Truth About What Motivates Us (Audible Audio Edition): Daniel H. Pink, Daniel H. Pink, Penguin Audio: Audible Books & Originals. If there were ever any questions about why some professionals are motivated in different ways, this book goes a long way to explain the behavior. Daniel Pink cites behavior research through the book.
With some exceptions in my experience, people tend to be motivated in different ways. I come from a family of 7 children where I was the oldest. Every single one of us was motivated differently. The same is true in your teams in your company. Some employees want to be challenged by members of the team. Others will perform to the top of their ability without that stimulation – for them, it is a distraction.
If Your Company’s Top Talent Is Happy…
They will attract other members of the Top Talent team. My experience has demonstrated that when a company has the reputation of hiring Top Talent, that company attracts more candidates who are Top Talent so they may work with the company’s established Top Talent Team.
Training your Managers to attract and motivate Top Talent pays dividends in productivity and profitability!
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.
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