Latest Posts in Culture and Values
The best thing you can do to keep your top talent happy is to engage in a bit of reverse psychology. The topic of talent retention is mired in language about having, keeping, holding, and preserving. To retain something means to hold onto it. But after you’ve “captured” a person, so to speak, the goal is to set people free to do what they do best and watch your business thrive.
This past summer, my wife and I went white water rafting on the Nantahala River in Bryson City, North Carolina (which I would strongly recommend, by the way). As the guide explained the safety instructions, the group was told that if you have an “out-of-raft-experience,” it is important to “Be an Active Participant in Your Own Rescue.” In other words, if you fall out of the raft, don’t just give up and hope for the best. The guide then proceeded to walk us through step-by-step directions about what we could do to “Be an Active Participant in Our Own Rescue.”
Would you choose to take steps to strengthen your business and enhance its reputation if it meant improving your organization’s ultimate performance? The goal (no pun intended!) of this blog is to lay out the process you’ll need to do just that. Goal setting is important because it helps outline the specific path that an organization must take to achieve desirable outcomes. It helps provide direction and assess organizational progress.
In our last post, we recounted a discussion with Educational Data Systems, Inc., and their observations of a company they were providing consulting services too. We received great feedback from the story, so we decided to expand on the issues of attracting and retaining talent. EDSI has refined the key issues every employer must address to move the needle in the areas of talent attraction, development and retention.
Career sculpting, also referred to as job sculpting, is an excellent way to engage your employees and retain your top talent. It is built on the simple premise that people excel at what they’re most interested in. Are your employees encouraged to spend time working on things they’re interested in?
I recently had a conversation with a colleague at Education Data Systems, Inc. (EDSI) about talent management. Now, this topic is quite timely because almost all respondents to my 2018 Confidence and Clarity Survey stated that retention of talent and finding well-qualified workers will be one of their greatest challenges in 2018.
Over the last five years, the term ‘employer brand’ has exploded in use. Your employer brand is basically what your employees (consistently) answer back when you ask them what it’s like to work for your company. Is it good, bad, horrible, confusing?
Business leaders and executives have different experiences and points of view on what it takes to be an effective leader. For me, the foundation of a trusted leader starts with being approachable, available and authentic. Living out those traits means taking the time to get to know employees on a personal level while empowering the team to succeed together.
In a 2015 study by Workplace trends, 75% of employees ranked workplace flexibility as their top benefit. In fact, workplace flexibility is more important to employees than employers think.