Finding and Keeping the Best People
Understanding the values and motivation of potential and current team members is crucial to developing a successful recruitment and retention strategy. Do we know what motivates people coming into today's workforce? A recent college graduate survey indicated:
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The #1 reason graduates picked the place to work is how quickly they could move into a position of responsibility.
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The #1 reason graduates left, is that no one paid any attention to them.
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The type of organization graduates chose did work that has social value.
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The organization itself had good values and was ethical and community minded.
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Graduates were able to make a difference in the organization.
Furthermore, successful organizations foster employee loyalty and commitment by demonstrating importance for the following:
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Wide-ranging employee participation in the organization as a whole
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Broadly-defined responsibilities rather than narrowly defined job functions
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Effective and regular performance evaluations, both formally and informally
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A firm emphasis on employee learning, development and growth
Another important influence on employee satisfaction is having a sense of being led by capable management. This requires that leaders and managers have a clear sense of the direction of the organization, a constant and long-term vision that can be articulated and that finds it way into the everyday operations. Creating the connection between the individual team member's work and the organization's strategic direction, gives meaning to that person's contribution to the organization's success and increases team member satisfaction.
What are the steps that you can take to increase your retention of valued employees and get better results in your recruitment efforts?
1. Create an effective performance management and team development program.
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Create clear, well-defined roles and career structure in order that people understand what is expected of them and have a clear sense of where they can go in the organization.
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Encourage role self-assessment to establish strengths and challenges, providing focus for training.
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Provide regular and timely, formal and informal feedback on performance, providing opportunities for recognition and focus for development.
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Determine the nature of training and support required, and provide it to team members in order to advance their career development and ensure high quality technical skills. Without seeing opportunity, few team members with potential will stay with your organization and allow themselves to stagnate.
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Connect individual goals and aspirations to the goals and objectives of your organization, creating alignment between individual career development and overall strategy.
Targeted and effective training, will ensure the development of a highly skilled team that can deliver quality services and products. Providing on-going and regular quality control for work performed ensures commitment to quality and value for clients. And finally, an effective team development program will build an internal culture that incorporates the values and beliefs embedded in your vision
2. Actually doing what you say you will do as an organization is one of the most substantive ways that your organization can differentiate itself.
This begins by leaders walking the talk, modeling the values, standards and vision and by eliminating inconsistencies between what you say you value and what you actually support and promote through your policies and operations. This requires a strong personal and professional commitment from your leaders. When you accomplish this, you become known as an organization that has integrity and is committed to its values, goals and vision.
3. Be visible in your industry sector.
Attend job fairs and speak at colleges and universities or other relevant institutions. Encourage practicums and internships for students. Use your recruitment advertising as an opportunity to demonstrate your values and goals to attract like minded employees.
4. Encourage your existing employees to recruit.
Providing your employees with financial and benefit incentives if a candidate they recommend is hired, is a great way to access talent. The best recommendation to a potential employee is from an existing one who believes you are the employer of choice.
Your organization's ability to meet and exceed the expectations of your customers will hinge on your ability to attract, train and retain, talented, committed people. This requires a commitment that goes beyond just filling jobs.
It is a commitment to a larger vision - of building an organization that has the courage to articulate what it stands for and is prepared to align its goals and operations to achieve its vision.