For several years now, we have been hearing about the forthcoming “talent wars” and the idea of becoming an “employer of choice” in order to win those talent wars. Organizations who have already experienced the shortage of good talent (especially those who need healthcare or engineering talent) have been re- focusing their organizational cultures toward employee-centered ways that will enhance their recruitment and retention objectives. This will help them to keep their talent base relatively stable during a time that could start looking like “musical chairs” of hiring.
For all businesses, keeping good people will be the highest priority in the decades to come. Start strategizing and focusing now on ways that you can enhance your business culture to create a positive employment experience for the people who work for you. This will help to manage the risk of losing the people who are key to your competitive edge.
IDENTIFY AND ACT UPON ISSUES THAT ARE IMPORTANT TO YOUR EMPLOYEES:
This can be accomplished through cultural climate surveys or participation in focus groups. Do employees feel valued and respected? Is the leadership team in alignment and focused on a clear and common vision? Do employees feel that their leaders can be trusted? Is the working environment one that has flexibility and is “family-friendly”? If the responses to these types of questions are not favorable, this information can be very difficult for senior management to hear and respond to. However, listening to and responding to worker feedback offers an opportunity to create better relationships and working environments. Employees want to work for and stay with organizations where their needs are sought after, valued and acted upon.
COMMUNICATE FREQUENLTY, AND TELL THE TRUTH:
Communication in and of itself is not enough. Communication – open and honest communication – is needed to build trust. And trust in leadership is a primary reason that will influence people to stay with a company, even in difficult times. It is during those challenging times that good employees are likely to band together, support their trusted leadership and put full synergistic efforts into overcoming obstacles together. What disheartens employees most is when communications are merely half-truths, or when unpleasant truths have been avoided, denied or sugar-coated. Workers want their leadership to know this: they would rather be treated as “adults” and told the truth, than as “children” being told what managers think they should hear “for their own good.” Otherwise, the best ones will take their careers elsewhere.
THINK OF AND TREAT EMPLOYEES AS YOU WOULD YOUR BEST CUSTOMERS:
In today’s competitive business environment, more companies are placing an emphasis on doing whatever it takes to please and even “delight” their customers. Taking it one step further, enlightened organizations act as if employees are the “customers” of their management team. This reverse pyramid leadership model encourages the leader to be of service to his or her employees in providing direction, resources and support for them not only to be successful in their jobs, but to love working for their company. Employees are more likely to stay with an organization that consciously supports them in this way and commits to being a great place to work.
