OFFICIAL PARTS SUPPLIER
Today, things have changed drastically. Job applicants have an amazing amount of information on their potential employers. Websites like
Glassdoor.com contain reviews of companies by their own employees, both past and present. Social media makes it easier than ever to learn about what it may be like to work at the company. In fact, Gallup says that 71 percent of prospective hires will talk to one of your employees before they decide to come work for you. Te problem with many organizations is that applicants don’t like what they are hearing. Tink about a random employee in your company. Now, imag- ine a future rock-star employee asking them what it’s really like to work at your company. What would they say? Te challenge is that many employees have at least some level
of frustration with their managers. Gallup says that two-thirds of all employees in the U.S. are disengaged or even outright toxic at work. Tese workers are hardly going to attract the right workers. Furthermore, toxic employees scare away your best employees. An employee who works with a toxic employee is 50 percent more likely to quit. So, what is the answer for attracting and retaining talent? Te
answer is to become a better place to work. Here are a few things you can do to become more attractive to top talent. 1. Better Pay and Benefits: Pay is not a great motivator, but it
is a great de-motivator when it isn’t competitive with other oppor- tunities. Make sure you are competitive and offering a wage that allows people to make a living. Traditional benefits like retirement accounts are simply not as popular as they used to be. Employ- ees prefer benefits that maximize their work-life balance, such as flexible schedules and comfortable environments. 2. Better Managers: Gallup attributes up to 70 percent of
employee disengagement to bad management practices. Most em- ployers invest to train their employees, but few invest in training their managers in how to lead and motivate. People don’t quit their jobs, they quit their managers. 3. Better Culture: Employees are very interested in whether
you have an attractive work culture, but employers often fail to understand what type of cultures their employees actually want. Good employees desire cultures where they can contribute in a meaningful way. Tey want organizations with a clear direction. Tey want organizations that hold the team accountable to high performance. A high-performance culture will attract high-perfor- mance employees. Tis article should give you hope. Sitting around and waiting for an entire generation of workers to “see the light” is hardly an effective business strategy. Building a better company will not only attract and retain talent, it will yield other dividends in the form of increased profitability and improved effectiveness.
Don Harkey is a co-founder and chief innovation officer of People Centric Consulting Group, LLC in Springfield, Missouri. Te firm helps companies become healthier organizations that allow their people to live and work within their core strengths and passions with clarity and purpose. Contact him at
donharkey@peopleccg.com.
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