Q: When it comes to attraction/retention, what defines an unquittable organization?
A: There are many variables that make an organization Unquittable. I call the sum of these variables the company’s “Talent Ecosystem”. The Talent Ecosystem includes culture, corporate strategy, processes, policies, compensation, benefits, and physical space.
So given there’s no short answer to this question, here are a few thoughts. First, organizations must have a pulse on attraction and retention. Are we placing the right people into jobs and are they staying in those jobs? There’s a valuable tool I recommend all organizations use – and it’s free! EDSI’s talent management assessment
measures the strength of your organization’s talent management strategy. It offers incredible insight into which of the five primary talent management areas your organization needs to improve, and companies learn how their organization compares to others.
Flexbility in the workplace also has a huge impact on retention. Unquittable organizations make it a point to get feedback from employees. It’s so important to be open-minded to meet employees’ needs with innovative solutions. It’s also important to remember that no singular flexibility system works for all organizations, and in many cases, a singular system doesn’t work for all departments within an organization. A few examples of flexibility programs include: Flex days, expanded PTO benefits, summer hours, sabbaticals, job sharing and flexible start/stop times.
Employer Branding is also important when it comes to attraction. Does your organization have a strong reputation? And does your reputation attract the types of employees that are culturally aligned?
Overall, a company’s talent ecosystem must be well rounded and balanced with the right talent, efficient processes, a positive culture, sensible physical space, average or above average compensation and benefits, and professional development to create an unquittable organization.