A Fresh Approach

Posted on 04. Nov, 2009 by in Guidance for Good, Nonprofit, Retention

“A recovery is a terrible thing to waste.”

Smart companies are using this time to reinforce employee-company bonds and persuade employees to recommit to their organizations.

More than ever, it is critical to keep your TOP TALENT engaged in running the organization. The pressure to perform as an organization, execute changes with speed, and create innovative products or services is paramount to an organization’s ability to survive and thrive.

Employee engagement has reached new lows, as has loyalty and trust in colleagues and bosses. People are stretched and finding work less rewarding. Here are current employee reactions:

  • demoralized
  • paralyzed
  • demotivated
  • looking for a new job

What do you need to do as a leader to make sure you keep TOP TALENT in this tough economy?

  1. Maintain TOP TALENT engagement and performance.
  2. Increase TOP TALENT’s “intention to stay” with your organization as the economy improves.

Consider the following steps:

  1. Take a fresh look at the existing employee pool. Which individuals shine in the downturn? Identify individuals who have been interested in gaining experience in other functional areas and who would be willing to wear two hats during difficult times. For the right employees, the current climate might provide real opportunities to gain much needed and desired experience in another area. Strong employees will appreciate the opportunity for long-term career growth, and it will show them how much they are valued.
  2. Build transparency and inclusion. Employees need to hear from their leaders during difficult times. Hold meetings where any employee can ask questions and also brainstorm solutions with leadership. Help them understand how what they do contributes to the company’s goals and success, and open access to information.
  3. Develop stimulating assignments. Arrange for new assignments that allow for collaboration within and across departments. This also allows for new ways that work can be done, new collegial relationships, and allows employees to participate in defining outcomes.

Suggestions for identifying TOP Talent:

Bring senior teams together to identify what constitutes top talent in your organization, then make this known throughout the organization. There is no cookie-cutter approach, as every organization has its own culture and values, and all employees need to know (transparency) what top management is seeking in TOP performance.  Feedback can be solicited from colleagues, as well as clients and customers. Here are some of the markers for top performance:

  • contributions beyond responsibility/tasks
  • innovative, creative performance
  • commitment to organizational process
  • demonstration of teamwork, consistency

Create involvement and appreciation.

Ask employees what would engage them. Conduct focus groups asking what they need to be successful, and what drives them crazy. Have someone from outside the organization moderate the group. Create opportunities for staff recognition and special non-monetary benefits.

The biggest mistake an organization can make in this challenging environment is to let the economy drive its vision. Don’t ignore reality. Instead, follow these suggestions and take a well-planned, creative approach to workforce planning and talent retention.

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