How do you make sure you are recruiting, developing, and continuously attracting the right people for the right seats in your organization?
First, you need to understand what is unique and attractive about your organization. What is about your company that attracts great employees? Is it the people who work there? The company culture? The passionate mission and vision? Or is it the clearly defined growth opportunities?
Every candidate is different, but the best candidates share a desire to be part of something bigger than themselves. As the leader in the organization, it is your responsibility to help them to connect to the mission and vision of your particular organization.
Retention begins during recruitment. Screening employees properly for motivation and alignment to mission and vision is important to determine a good fit from the beginning. If an employee takes a position for the prestige of the opportunity or the compensation, but nothing deeper connecting them to the mission and vision exists, they likely will not stay.
Not sure what stands out about your company? This might be a good opportunity to solidify what your company stands for, which helps build and mold a positive company culture. Talk to your current highest performer employees. Find out why they stick with you?
Keep them Once You Have them: Focus on Employee Satisfaction:
Offer a clear path for opportunities and pay for ongoing continuing training. While some employees will be perfectly happy mastering the skills necessary for their position and staying put, others will desire room for growth and advancement. It is important to nurture the natural human desire for growth and change.
According to the 2013/2014 Towers Watson Staying@Work Survey, conducted by global professional services company Towers Watson “employers rank the top three causes of workplace stress like lack of work/life balance (86%), inadequate staffing (70%) and technologies that expand employee availability during nonworking hours (63%).”
Think about what you can do within your organization to address these concerns, can you clearly define boundaries around contacting employees after hours, make sure you are properly staffed to reduce the burden on employees? Also, have your human resources personnel keep an eye on employees who do not take time off and encourage employees to take their vacation time. Employee burnout is harder to come back from than it is to prevent it in the first place.
Copyright 2021, Jayne Latz.
Jayne Latz works with organizations that want to communicate with greater clarity,
confidence and credibility.
Jayne@corporatespeechsolutions.com
Phone: 917.841.2965
LinkedIn: https://www.linkedin.com/in/jaynelatz/
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