How do you engage talent?
30 July 2009
Could you please help me with some search for the reality behind the theory?
In today's tough job market, where there is strong competition among employers for talented people, most employers understand that the training and development they extend to all their employees will not only make employees more able and more valuable to but will also act as a powerful incentive for them to stay.
Of course, organisations are always at risk that their staff will leave anyway, taking their new skills with them. Yet employees of organisations that do not develop their staff have little motivation to stay.
This is a paradox that has in my opinion one simple solution: accept that employees are more likely to leave if they are not
developed and find ways to make people want to keep working at your organisation. Engage the talent. But how?
Money is not the only motivator. Among the most important non-financial motivators research from the likes of Gallup, Melcrum and CIPD often list:
- Advancement
- Autonomy
- Being challenged
- Being trusted
- Civilised treatment
- Employer commitment
- Exposure to senior people
- Praise or regocnition when appropriate
- Support is available
- Working environment
- Working for a ethical and reliable organisation
- Working on useful assignments for the client, the organisation and themselves
- Work/life balance is respected
What are the most important three in terms of retaining talent in your opinion and experience?
And what anecdotes describe why?
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Duncan Brodie - Thursday 8 October 2009 14:03
Hi Bob
Excellent blog post. For me what is important in retaining talent is:
1. Giving people the opportunity to take on new challenges and gain new skills.
2. Being willing to listen to new ideas and new ways of working. Sometimes a fresh pair of eyes can make all the difference.
3. Manage expectations and don't promise what you cannot deliver.
Duncan Brodie
Neil Ryder - Tuesday 8 September 2009 19:53
Bob
Have you read my blog on this subject entitled 'Is employee engagement a better way to reduce absenteeism rather than getting employers to tackle illness and promote healthy lifestyles? - http://bit.ly/LU629.
In my book, if the snr team do not share a common mission and vision for the future of the organisation and a common set of values that are part of the organisations everyday behaviour then employee engagement stands no chance.
Hope this helps.
Neil
