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Finding and Retaining Talent

Finding and Retaining Talent. Jeff Smith, CEO Jeff@FortifyLeadershipGroup.com. Retention and Re-recruiting Superstars!.  War for Talent. March Unemployment Rate. March Unemployment Rate. United States. Virginia. 3.8%. 2.9%. Job Increase!. +196,000 in March 2019.

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Finding and Retaining Talent

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  1. Finding and Retaining Talent Jeff Smith, CEO Jeff@FortifyLeadershipGroup.com

  2. Retention and Re-recruiting Superstars!

  3.  War for Talent March Unemployment Rate March Unemployment Rate United States Virginia 3.8% 2.9%

  4. Job Increase! +196,000 in March 2019

  5. What does this mean for you? • Ghosting jobs and interviews • Sign on bonus • Counter offers • Dis-engagement • Only 32% Engaged (Gallup) • Creating a bench

  6. You have great purpose—reconnect with it! “We are human beings, not human do-ers”

  7. MOTIVATED AND ENGAGED 4 How I Grow • Guidance • Feedback • Development • Growth Associate Motivation Associate Engagement 3 How I Contribute • Pride • Value • Relationships • Influence • Ownership • Say 2How I Feel • Recognition • Opportunity • Caring • Encouragement • Praise • Expectations • Goals • Tools 1 How I work • Consequences • Understanding

  8. The Retention Toolkit • Feedback “Retained” employees want and need consistent honest feedback about how they are doing • Recognition Ignoring star performers paves the way for them to be recognized by another employer • Caring “Retained” employees feel a real sense of integrity from their reporting relationship

  9. Create 1:1 Space to Build Trust Nothing replaces meaningful interaction with the leader 1. Recurring 1:1 meetings (30 min is typical) 2. Assignments / Work-load Balance 3. Tools / Systems 4. Developmental Plans / Training 5. Feedback for the Leader 6. Recognition / Coaching / Feedback for Staff 7. Other Satisfiers / Dissatisfiers 8. Continuous Improvement / Innovation

  10. Recognition as a Retention Strategy Don’t delay on starting to recognize top performers and keep it simple and just do it. Avoid the “Blissful Ignorance” - Ask staff, “what should we be doing differently”? Practice Re-Recruiting – How would we treat them as if we wanted to join your Team today?

  11. Putting It Into Practice • What are you trying to accomplish? • Grow your workforce? • Retain your workforce? • Develop your workforce? • Here are some lessons learned.

  12. Recruiting 101 • Step 1 Current employees are your best ambassadors! What’s your culture? How do you treat them? • Step 2 Have an Onboarding Program. Day 1-10. 30-60-90-day plan. • Step 3 Identify talent needs. Succession Planning / 9 Box Tool. • Step 4 Create a hiring plan. Decide who to hire when. • Step 5 End well! How you terminate and end employee relationships matters.

  13. The workforce wants: Your time. Your effort. Your investment. Your integrity. They can tell if you really care or are blowing smoke. They want alignment between your company’s stated values and your behaviors toward your workforce. Do you treat your employees like your best customer? To Sum It Up

  14. Problem: “My Staff Does Just Enough to Get By”

  15. Solutions: Ways to Engage Employees • How do I work? • How do I feel? • How do I contribute? • How do I grow? • What is special about your company? • Engage the whole person and not just the worker • Say what you mean, mean what you say • What are you letting people get by with? • Have fun!

  16. Problem: Too many: “I’m Entitled” workers in my company

  17. Solutions: • Highlight key behaviors • Reinforce your core values • Show them the gap between their behaviors • Take on your complainers--institute the “No Complaining Rule” • Ask them what they need to be successful • Get the right people on the bus

  18. Problem: Too many staff are saying “that’s not my job” everyday

  19. Solutions: • CEO--committed, engaged owners • Turn your managers into CEOs • Customer Intimacy • Be direct-Ask them what their job is? Highlight the gaps that the employee might be missing • Follow the action and keep score • Provide a stake in the outcome--owners vs. renters

  20. Problem: Mixing Boomers, Gen. X-er’s and Millennial’s in one place

  21. http://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/ft_18-04-02_genworkforcerevised_bars1/http://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/ft_18-04-02_genworkforcerevised_bars1/ http:///fourhooks.com/marketing/the-generation-guide-millennials-gen-x-y-z-and-baby-boomers-art5910718593

  22. Solutions: • Use different management styles • Be more flexible; Less black and white • Involve each person in their development • Leverage the strengths of each generation • How to match the generations more effectively • Understand the clash points

  23. Problem: Superstars—but no place to promote them

  24. Solutions: • Recognition • Stretch assignments • Be your delegate • Grow outside of work-volunteer • Open communication about status • Re-recruit • If they need to leave, celebrate them

  25. What 1-3 Tips Do You Want to Work on? Share with a partner? Who can hold you accountable? How will you measure if you are successful?

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