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Employee Engagement: Say It Like You Mean It #TChat Recap

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(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

Dearest Employee:

How do I love thee? Let me count the ways.

I give you a fair wage. I give you competitive benefits. I give you a safe workspace. I give you freedom to work at home, and innovative tools to communicate. I give you beer bashes and company events. I give you a professional title. I give you a team, a staff, a department. I give you the work you love.

But it’s just not enough, is it? It’s never enough. You just keeping taking, and taking, and taking.

What else can I do? What’s that? Oh, I see. It’s not you, it’s me — is that it?

Talk Is Cheap

Even the most gracious, modest employers can develop this kind of benevolent hubris. But competition for top talent is continuing to heat up, and people are losing interest in luke-warm relationships with their employers. Combine that with the fact that the world of work is getting more stressful for us all — from CEO to freelancer — with blurred lines between professional and personal life.

So, what more will it take to win employee hearts and minds? Workforce wellness pioneer, Virgin Pulse, has advice, based on results of a new U.S. employee survey. And that’s what the TalentCulture community discussed yesterday at #TChat Events with our guests Chris Boyce, CEO at Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group.

Looking For Love In All The Wrong Places

Here’s the good news: Less than 2% of respondents say they hate their company and want out. Even better, 75% say they either “love” their company because it’s a great place to work, or they feel “pretty good” about it. At first blush, that looks like a win for employers. But here’s the rub — only 25% of respondents say they feel love in return.

This gap signals a major opportunity for companies to develop stronger relationships with their troops. But how? The same survey asked employees to rank what they wish mattered more to their employers:

•  44% my financial well-being
•  40% my career development
•  39% my work/life balance
•  35% my emotional health (e.g. reducing stress)
•  29% my overall well-being and quality of life.

You can see where this is going. Other recent research echoes these sentiments. We want a better life overall — and that doesn’t mean just more pay and health coverage. We want employers to invest in us as complete humans.

Two Ways To Connect

Yesterday’s #TChat conversation reinforced this understanding. The TalentCulture community got right to the heart of what motivates people in the workplace:

1) Aim Deeper: Surface perks like nap rooms, chair massages, and ice cream socials are nice, but there are more meaningful, practical options. People respond to things like flexibility to manage their schedule. They need to take care of business and family without compromising either — whether they work in a corporate office, at home, or both. They don’t want to feel guilty or take a financial hit when they’re tending to a family member’s health, or their own.

2) Aim Wider: People want to feel better about themselves while loving the work they do. They respond to programs and resources that improve their overall health and well-being — not just health club reimbursements, but onsite gyms and stress management support, healthy cafeteria options, even financial planning assistance. If they’re being asked to contribute “the total package” to their job, they want to know their employer has a similar commitment to therm.

So, Workforce Cupid, how do I love thee? Let me count the healthy ways. Happy Valentine’s Day.

#TChat Week-In-Review: Love Your Employees, They’ll Love You Back

ChrisB

See Chris Boyce discuss wellness and healthcare costs

SAT 2/8:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a brief video with Chris Boyce. See the #TChat Preview: “Does Your Workforce Feel the Love?”

SUN 2/9:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, discussed how heartfelt leadership can drive better business results. Read “Let Love Inspire Your Leadership.”

RELATED POSTS:
“Job Hunting? Look For Employers That Care About Your Future” — by Chris Boyce
“Leaders: Is Your ‘Work’ Self the Real Deal? — by Ted Coine
“Workplace Wellness: The Story Starts With Healthy Culture” — by Chris Boyce

WED 2/12:

TChatRadio_logo_020813

Listen to the #TChat Radio show replay

#TChat Radio: Our hosts Meghan M. Biro and Kevin W. Grossman talked with Chris Boyce and Kevin Herman about why and how employers should demonstrate their commitment to workforce well-being. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Chris and Kevin guests moved over to the #TChat Twitter stream, for an open all-hands conversation with the entire TalentCulture community. This dynamic discussion focused on 5 key questions about employee engagement issues and opportunities in today’s business environment.

See highlights from the Twitter stream the Storify slideshow below:

#TChat Insights: Does Your Workforce Feel The Love?

[javascript src=”//storify.com/TalentCulture/does-your-workforce-feel-the-love.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Chris Boyce and Kevin Herman for sharing your perspectives on the importance of driving employee engagement through wellness programs that serve the “whole” person. Your passion and perspectives are invaluable!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about employee engagement strategies? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more effective at finding and hiring top talent. Our guests are Chris Mursau VP at Topgrading, and Jean Lynn, VP of HR at Home Instead Senior Care. Look for more details this weekend, and save the date: Wednesday, February 19!

Meanwhile, the TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our NEW Google+ community. So join us anytime on your favorite social channels.

We’ll see you on the stream!

(Editor’s Note: CONGRATS to Paul Thoresen — winner of the recent Pebble smartwatch giveaway from Dice! And thanks to all the #TChat contributors who shared tech recruiting ideas and questions with Dice and #FutureofTech.)

Image Credit: Pixabay

Job Hunting? Look For Employers That Care About Your Future

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Written by Chris Boyce, CEO, Virgin Pulse

Are you pursuing new job opportunities — hoping to take the next step in your career? How do you determine if a potential employer is a wise choice? What criteria really count?

If wellness programs aren’t on your “must have” list, you may want to reconsider. The evidence is mounting. Companies committed to workforce wellness — particularly those committed to total quality of life at work and at home — are likely to be your best bet.

Unfortunately, not all companies make that kind of commitment. It’s no doubt one reason why employee engagement is so poor. Of course, engagement is influenced by multiple factors, but in general today’s workforce isn’t feeling the love. In fact, Gallup research revealed last year that 70% of U.S. employees are either disengaged or actively disengaged — and it’s costing companies over $300 billion a year.

The Workforce Wellness Difference

If you’re looking for a new gig, it makes sense to bypass organizations whose employees just aren’t dialed in to the work they’re doing, or the company’s mission, or its culture. But how do you find a great place to work?

There are some amazing companies out there that demonstrate their commitment to employees by investing directly in their health and happiness. We see them every day.

Leaders at these companies recognize that employees who are engaged in life inside and outside of their work environment are likely to be more productive and loyal over time. These types of companies support their workforce with comprehensive wellness options, like healthy food choices in the cafeteria, free group exercise classes in corporate gym facilities, paid time off to volunteer in the community, and even cold, hard cash incentives to reward healthy behavior.

Why Total Wellness Matters

By improving your health in multiple ways — physical, mental, social and financial — you’ll improve your total quality of life and maximize your potential in your job. Smart companies know this, and smart job seekers do, too. According to our own research, 87% of employees believe robust workplace wellness programs are paramount when choosing a place to work.

In recent years, with technology advances like the Internet, smartphones, teleconferencing and a variety of devices that help us work productively no matter where we’re located, the lines are blurring between work and home life. Employers recognize this, and increasingly are helping employees improve their total quality of life — not only by offering stellar benefits and workplace wellness programs, but also by extending those benefits to family and friends. This way, employees can rely on their natural support network to influence and reinforce their healthy habits.

Including family members is a no-brainer for employers, since spouses and dependents help boost wellness program participation. It should be a no-brainer for you, too. When exercising and dieting with a friend or family member, you have a 57% greater chance of losing weight than by going it alone, according to the Framingham Heart Study. Plus, getting healthy is more fun when you don’t fly solo. With innovative wellness programs that include your family and friends, you can challenge one another to simple, healthy competitions. For example, you can win bragging rights by tracking who climbs the most stairs at work, or who eats the most fruits and vegetables each week.

Employee Health Is More Than Fun and Games

But all of that fun also has serious impact. If your employer offers wellness programs you enjoy, and you take advantage of those programs, you’re more likely to adopt and sustain healthy lifestyle changes for the long-term. What’s more, the link between companies that provide robust workplace wellness programs and sustained employee engagement is strong. Our research shows that, at these organizations, 80% of employees feel their employer cares about their well-being.

So, in the long run, what can you expect? The payback of choosing a company that cares includes: fewer sick days, fewer workplace safety incidents, and an increased sense that your contributions at work have a greater overall impact, according to multiple sources. You’ll also feel a stronger connection with your employer, as you’re encouraged to stay active and healthy, and you see a similar commitment to those you love.

Bottom line: Healthier, happier employees are more engaged employees. And engaged employees perform more effectively at work. This can opening avenues to upward mobility and promotions that you might never have realized otherwise.

Factor these elements into your job search today, and I am confident that, in the future, you’ll find greater benefits both at work and in every other facet of life.

Chris-Boyce_color_web2(About the Author: Chris Boyce is CEO of Virgin Pulse. He is an accomplished technology entrepreneur who brings more than 15 years of consumer loyalty, enterprise and consumer software experience to Virgin Pulse. Leveraging Virgin’s philosophy that business should be a force for good, Chris’ leadership has been instrumental in guiding Virgin Pulse’s development of market-leading, technology-based products and services that help employers improve workforce health, boost employee engagement, and enhance corporate culture. Chris has an MBA from Harvard Business School. Connect with him on LinkedIn or Twitter.)

(Editor’s Note: Chris Boyce discussed employee engagement with the TalentCulture community this week at #TChat Events. See full highlights and resource links in the Recap: “Employee Engagement: Say It Like You Mean It.“)

Image Credit: Pixabay

Leaders: Is Your "Work" Self the Real Deal?

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(Editor’s Note: This thought-provoking post was originally published by our valued content partners at SwitchandShift. We are republishing it for the TalentCulture community, with permission. Why? Not because we’re seeking more attention from Google — but because Ted’s message is important. It bears repeating.)

For years now, I have devoted my waking hours to interacting with leaders from all walks of life.

From bootstrapped young ventures to huge business conglomerates. Middle management newbies to C-suite veterans. Non-profits and for-profits, alike. You name it — if it’s about leadership, I’m there. Understanding what makes leaders tick is literally what I’ve been doing for a living for as long as I can remember.

A Troubling Trend

Along the way, I’ve seen a few patterns — and this is one issue that comes up again and again. Sooner or later, at some point in a conversation, a leader will say something like this to me: “I’m one person at home, but another at work.”

Sound familiar? Try this scenario on for size…

• At home, I’m generous and giving.
• At home, I trust the good intentions of those around me.
• At home, with my friends, we let loose and simply enjoy one another’s company, typically with no agenda.
• At home, when I volunteer, I get lost in my work. When I’m done, I feel good for hours afterward. It’s the highlight of my week!
• At home, I’m joyful.
• At home, I’m the real me.
• I wish I could be the real me all the time. If only!

On the other hand…

• At work, I’m analytical and objective. If it can’t be measured, it doesn’t count.
• At work, if you can’t prove it with hard data, don’t bring it up!
• At work, I’m guarded. You have to watch your back.
• At work, I make the tough decisions. It’s simply part of being a leader.
• At work, I only give to my peers in strategic ways, if it’ll benefit me, too. I don’t want to be taken advantage of!
• At work, a lot of my time is spent on pointless tasks. That’s why they call it work, isn’t it?
• At work, I work my tail off. It’s draining. That’s why they pay me, right?
• At work, I’m a stripped down version of the real me.

Does any of this ring a bell? Maybe a little too close to home?

The fact is, we’ve all felt it. Actually, many of us have felt nothing but these feelings throughout our careers. Many of us (especially those who cut our business teeth in the 20th century) have internalized the Industrial Age management philosophy still prevalent today. Many of us who are in this boat don’t yet realize there’s a better way — and we don’t even recognize that some leaders are actually living this better way, right now.

Give Your “Work Self” Permission to Be Fully Human

It’s time to give yourself permission to be fully present at work. Why do I say “permission”? Because we need it. Many of us crave permission to be our whole selves, our real selves. We crave permission to be generous, trusting, giving, and joyful — at work, at home, wherever we are. Some people will always doubt and detract from your efforts, no matter what you say or do to show them that there’s a better way. Forget about them. It hurts me to say that, but it’s important to say. No one can help those who refuse to be helped — those who would rather be “right” than be happy.

Some people are already on board with this whole-self-all-the-time concept. They’re ahead of the curve. If you are, too, then there’s your chorus. Focus on them. It’s important to gain new insights from their experience and let them recharge your batteries.

Your Reality Is Your Story

The vast middle? Those are what I like to call the “willing skeptics.” They aren’t sold on your message, but they’re open to being convinced, if you can back your claims with examples. Gather those examples! Share them early and often! It’s what every compelling author and speaker and teacher and leader does. Be a storyteller. Statistics won’t get you where you need to go. Examples of thriving companies running on modern, human principles? That’s what the willing skeptics are looking for. Put your willing skeptics in the position to think, “If they can do it, and they’re like us, then I bet we can do it, too.” Then show them how, or find someone who can.

People are hungry for positive, uplifting change. The 70% of workers who are disengaged and disaffected? They know there must be a better way, and they’re on the lookout for companies that are living it. They’re polishing their resumes so they can make the leap. This is an existential crisis for the companies who refuse to modernize how they lead — the corporate equivalent of the dinosaur die-off 65 million years ago.

The thing that doesn’t show up in surveys (but should) is this: It isn’t just workers who are unhappy. Even leaders yearn for a better way. They yearn to bring their whole selves to work – to bring their souls with them when they walk through the company doors each morning.

Is that you? Would you like to be a complete you — the trusting, generous, moral, joyful you — all day, every day — and not just when you’re at home?

Here Is Your Permission

Bring your soul to work. It’s essential to your happiness.

If you don’t want to take it from me, take it from the story of Yvon Chouinard, founder and owner of the $500M+ clothing company, Patagonia. Chouinard is the author of Let My People Go Surfing: The Education of a Reluctant Businessman. It’s one of the best business books I’ve ever read (and I’ve read hundreds). It’s a blueprint for how a company can grow to incredible success by embracing the “whole” of everyone in the organization — rather than just their backs, hands and left-brains.

Chouinard founded a company where bringing your soul to work is baked right in as an essential ingredient of the organization. It has served them well. Perhaps that is the permission you need.

And so I repeat — bring your soul to work. It’s essential to your happiness. It’s also essential to the success of your company, as we tread ever deeper into this more “human” century.

(Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Stock.xchng

Leaders: Is Your “Work” Self the Real Deal?

/4 Comments/ /by

(Editor’s Note: This thought-provoking post was originally published by our valued content partners at SwitchandShift. We are republishing it for the TalentCulture community, with permission. Why? Not because we’re seeking more attention from Google — but because Ted’s message is important. It bears repeating.)

For years now, I have devoted my waking hours to interacting with leaders from all walks of life.

From bootstrapped young ventures to huge business conglomerates. Middle management newbies to C-suite veterans. Non-profits and for-profits, alike. You name it — if it’s about leadership, I’m there. Understanding what makes leaders tick is literally what I’ve been doing for a living for as long as I can remember.

A Troubling Trend

Along the way, I’ve seen a few patterns — and this is one issue that comes up again and again. Sooner or later, at some point in a conversation, a leader will say something like this to me: “I’m one person at home, but another at work.”

Sound familiar? Try this scenario on for size…

• At home, I’m generous and giving.
• At home, I trust the good intentions of those around me.
• At home, with my friends, we let loose and simply enjoy one another’s company, typically with no agenda.
• At home, when I volunteer, I get lost in my work. When I’m done, I feel good for hours afterward. It’s the highlight of my week!
• At home, I’m joyful.
• At home, I’m the real me.
• I wish I could be the real me all the time. If only!

On the other hand…

• At work, I’m analytical and objective. If it can’t be measured, it doesn’t count.
• At work, if you can’t prove it with hard data, don’t bring it up!
• At work, I’m guarded. You have to watch your back.
• At work, I make the tough decisions. It’s simply part of being a leader.
• At work, I only give to my peers in strategic ways, if it’ll benefit me, too. I don’t want to be taken advantage of!
• At work, a lot of my time is spent on pointless tasks. That’s why they call it work, isn’t it?
• At work, I work my tail off. It’s draining. That’s why they pay me, right?
• At work, I’m a stripped down version of the real me.

Does any of this ring a bell? Maybe a little too close to home?

The fact is, we’ve all felt it. Actually, many of us have felt nothing but these feelings throughout our careers. Many of us (especially those who cut our business teeth in the 20th century) have internalized the Industrial Age management philosophy still prevalent today. Many of us who are in this boat don’t yet realize there’s a better way — and we don’t even recognize that some leaders are actually living this better way, right now.

Give Your “Work Self” Permission to Be Fully Human

It’s time to give yourself permission to be fully present at work. Why do I say “permission”? Because we need it. Many of us crave permission to be our whole selves, our real selves. We crave permission to be generous, trusting, giving, and joyful — at work, at home, wherever we are. Some people will always doubt and detract from your efforts, no matter what you say or do to show them that there’s a better way. Forget about them. It hurts me to say that, but it’s important to say. No one can help those who refuse to be helped — those who would rather be “right” than be happy.

Some people are already on board with this whole-self-all-the-time concept. They’re ahead of the curve. If you are, too, then there’s your chorus. Focus on them. It’s important to gain new insights from their experience and let them recharge your batteries.

Your Reality Is Your Story

The vast middle? Those are what I like to call the “willing skeptics.” They aren’t sold on your message, but they’re open to being convinced, if you can back your claims with examples. Gather those examples! Share them early and often! It’s what every compelling author and speaker and teacher and leader does. Be a storyteller. Statistics won’t get you where you need to go. Examples of thriving companies running on modern, human principles? That’s what the willing skeptics are looking for. Put your willing skeptics in the position to think, “If they can do it, and they’re like us, then I bet we can do it, too.” Then show them how, or find someone who can.

People are hungry for positive, uplifting change. The 70% of workers who are disengaged and disaffected? They know there must be a better way, and they’re on the lookout for companies that are living it. They’re polishing their resumes so they can make the leap. This is an existential crisis for the companies who refuse to modernize how they lead — the corporate equivalent of the dinosaur die-off 65 million years ago.

The thing that doesn’t show up in surveys (but should) is this: It isn’t just workers who are unhappy. Even leaders yearn for a better way. They yearn to bring their whole selves to work – to bring their souls with them when they walk through the company doors each morning.

Is that you? Would you like to be a complete you — the trusting, generous, moral, joyful you — all day, every day — and not just when you’re at home?

Here Is Your Permission

Bring your soul to work. It’s essential to your happiness.

If you don’t want to take it from me, take it from the story of Yvon Chouinard, founder and owner of the $500M+ clothing company, Patagonia. Chouinard is the author of Let My People Go Surfing: The Education of a Reluctant Businessman. It’s one of the best business books I’ve ever read (and I’ve read hundreds). It’s a blueprint for how a company can grow to incredible success by embracing the “whole” of everyone in the organization — rather than just their backs, hands and left-brains.

Chouinard founded a company where bringing your soul to work is baked right in as an essential ingredient of the organization. It has served them well. Perhaps that is the permission you need.

And so I repeat — bring your soul to work. It’s essential to your happiness. It’s also essential to the success of your company, as we tread ever deeper into this more “human” century.

(Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter and G+ conversation anytime. Learn more…)

Image Credit: Stock.xchng

Bring Your "Genius" To Work #TChat Recap

/ /by

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”  –Geddy Lee, Rush

Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.

Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.

OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.

They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.

It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.

This week at #TChat Events with guests Maggie Mistal and Laura Rolands, the TalentCulture community examined this “core genius” in all of us. And I learned a two-step lesson:

1) Choosing Incremental Steps  Big leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.

2) Can Lead to Monumental Outcomes  The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.

How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.

#TChat Week-In-Review: Bring Your “Genius” To Work

Maggie Laura

Watch the #TChat Preview hangout now

SAT 2/1:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guests, Maggie Mistal and Laura Rolands. See the #TChat Preview now: “Careers: Better Choices Mean Better Business.”

SUN 2/2:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered her perspective on why and how business leaders should encourage employees to develop their unique talents. Read “Unleash Your Employees’ Super Powers.“

RELATED POSTS:
“Managing Your Career: What Would Richard Branson Do?” — by James Clear
“Shifting Focus: Aptitudes Instead of Attitudes“ — by Dr. Nancy Rubin
“Soul Search — Then Job Search“ — by Maggie Mistal

TChatRadio_logo_020813

Listen to the #TChat Radio replay now

WED 2/5:
#TChat Radio: Host Meghan M. Biro and I talked with Maggie Mistal and Laura Rolands about what it takes to tap into your career “genius.” Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Better Career Choices Mean Better Business

[javascript src=”//storify.com/TalentCulture/careers-better-choices-mean-better-business.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEW Google+ community, and elsewhere on social media. So stop by anytime.

We’ll see you on the stream!

Image Credit: MenfiS at Flickr

Bring Your “Genius” To Work #TChat Recap

/2 Comments/ /by

(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post.)

“The whims and vagaries of team life sometimes are not so much fun, but more often than not, there’s a great feeling of brotherhood amongst everybody that works together.”  –Geddy Lee, Rush

Have you felt that kind of harmonic convergence in the workplace? Brotherhood and sisterhood. A deep sense of interconnectedness and shared purpose that moves you forward. Participation in a team whose members continually learn from one another and push one another to contribute their best.

Collaborative energy can be a powerful creative force — just as it has been for more than 40 years with my favorite band, Rush. Geddy, Alex, Neil. Each has lived, lost and loved his work, with every fiber of his being.

OK, I’m a fan. I romanticize. But the proof is in the music. They take their craft very seriously — blending bass, keyboards, guitar, drums and evocative lyrics. They also have fun. Lots of serious fun. And failure. They’ve seen their share of failure, too.

They’ve pushed themselves individually — and as a team — with a kinetic energy that knows no bounds. To me, this is refreshing, because I constantly hear the world of work cliché about how easy it is to find your passion and be happy with what you do.

It’s not that easy. It takes introspection and homework, plus a lot of practice and perseverance. But the good news is that the investment that pays off in ways that you can apply in your life. It’s not about becoming a big-time rock star. It’s about understanding your particular brand of “genius” — something you can get your heart around, and rev over and over again, until the vibe is right for you. It’s the full measure of your unique skills, experiences, passions, interests, talents, abilities, and attitude that you possess.

This week at #TChat Events with guests Maggie Mistal and Laura Rolands, the TalentCulture community examined this “core genius” in all of us. And I learned a two-step lesson:

1) Choosing Incremental Steps  Big leaps aren’t in most people’s risk-adverse DNA. For many of us, discovering what we can do (and what we’re here to do that only we can do) naturally unfolds one small step at a time. It’s like learning to play as a team, but internally, and with continuous refinement. My first step came as a child, when I began connecting words into honey-laced phrases. I’ve covered a lot of territory since then (with multiple side trips), but I’ve never looked back.

2) Can Lead to Monumental Outcomes  The operative word, here is “can” — but the point is that legitimate breakthroughs are possible from incremental steps. Finding your core genius is a very personal, soul-searching endeavor that requires self awareness, reflection and prioritization. Before you brainstorm life-changing career possibilities, you have to start with a meaningful decision framework. You need to learn what’s important for you, first.

How can TalentCulture support this process? Wherever you are in pursuit of professional bliss, we hope you’ll keep sharing your experiences with us here and on social channels. This is a safe place to test ideas, find resources, and exchange information. Your #TChat brothers and sisters are with you on this journey. We’re all in this world of work together. So let’s rock on.

#TChat Week-In-Review: Bring Your “Genius” To Work

Maggie Laura

Watch the #TChat Preview hangout now

SAT 2/1:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a “sneak peek” hangout with guests, Maggie Mistal and Laura Rolands. See the #TChat Preview now: “Careers: Better Choices Mean Better Business.”

SUN 2/2:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered her perspective on why and how business leaders should encourage employees to develop their unique talents. Read “Unleash Your Employees’ Super Powers.“

RELATED POSTS:
“Managing Your Career: What Would Richard Branson Do?” — by James Clear
“Shifting Focus: Aptitudes Instead of Attitudes“ — by Dr. Nancy Rubin
“Soul Search — Then Job Search“ — by Maggie Mistal

TChatRadio_logo_020813

Listen to the #TChat Radio replay now

WED 2/5:
#TChat Radio: Host Meghan M. Biro and I talked with Maggie Mistal and Laura Rolands about what it takes to tap into your career “genius.” Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Maggie, Laura and I moved over to the #TChat Twitter stream, for a dynamic open conversation with the entire TalentCulture community. Moderator Dr. Nancy Rubin led hundreds of participants through a discussion focused on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Better Career Choices Mean Better Business

[javascript src=”//storify.com/TalentCulture/careers-better-choices-mean-better-business.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Maggie Mistal and Laura Rolands for sharing your perspectives on how each of us can find our core genius and apply it to our career. Your enthusiasm and expertise are infectious!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about career strategy or professional development? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how employers can be more proactive in forging employee relationships. Our guests are Chris Boyce, CEO of Virgin Pulse, and Kevin Herman, Director of Worksite Wellness at The Horton Group. It’s a discussion that speaks to the heart of talent-minded professionals everywhere, so save the date for this very special Valentine’s Week Event — Wednesday, February 12!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, on our NEW Google+ community, and elsewhere on social media. So stop by anytime.

We’ll see you on the stream!

Image Credit: MenfiS at Flickr

Tech Recruiting: Skilling Up to Fill the Middle #TChat Recap

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(Editor’s Note: Looking for details of this week’s #TChat Events? See the Storify slideshow and resource links at the end of this post. And to learn how you can win this week’s Pebble Smartwatch giveaway, visit Dice.)

I remember when I was choosing the cover art for my book, Tech Job Hunt Handbook. I couldn’t help thinking, “How am I going to fill-in the middle?”

That’s the toughest part. Filling the middle. Developing coherent career guidance for technical professionals – from the job search, to the interview, to the hire.

But I did it. And in the process, I learned so much about how technology touches every facet of our lives, how rapidly the world of work is changing, and how important it is to stay relevant while competing for specialized jobs in areas like cloud computing, big data and mobile application development.

Retooling your skills and re-branding yourself is essential, whether you’re trying to be more effective in your current tech job — or seeking a new professional challenge — or recruiting to fill those specialized technical roles. And of course, retooling can’t be a one-shot deal. It has to be an ongoing process.

Continuous Commitment Counts

As the economy inches back, millions of people are quitting their jobs, confident they can find an attractive career next-step. These professionals are open to competent help. But even with today’s fluid, open-for-business talent pool, “filling the middle” is no easy task.

In a recent hiring survey of recruiters and hiring managers, Dice found that 5 of the 12 most challenging cities for tech recruiting are in the Midwest. Why? They’re “tough recruiting locations based on a combination of supply and demand issues.”

Frontline recruiting reports like that are a call-to-action for anyone located in “the middle,” as well as those on both coasts. Whatever your location, a winning hiring strategy takes marketing savvy, selling skills and “in the know” awareness of the technical positions you’re trying to close.

This week’s #TChat Events with Shravan Goli, President of Dice, and Sara Fleischman, Senior Technical Recruiter at Concur reinforced my conviction that “filling the middle” requires ongoing commitment, at two levels:

1) Keep Skilling Up. In today’s workplace, tech industry recruiters may feel more secure than others. But the pace of innovation is relentless — it challenging us all to stay ahead of the curve. It’s not just about matching job candidates step-for-step. It’s about proving your strength in your  role, and out-pacing other recruiters who are determined to stay “in the know.”

2) Keep Filling Up. As a tech-savvy recruiter, you may have an edge. But tech lingo isn’t the whole package. You add value by staying aware of salary trends and specifics about how your company, city and regional amenities compare. You’ll also build stronger relationships if you’re always up-to-date with practical guidance, tools and recommendations that help candidates assess new opportunities, get noticed by the right people, ace interviews and negotiate successfully.

Over time, recruiters with that kind of commitment build a reputation as resourceful “go to” career advisors. A talent pipeline eventually follows. And that’s what I call filling the middle with the right stuff.

Dice smartwatch giveaway for #TChat participantsShare Your Ideas — Win a Smartwatch!

Thanks to everyone who joined this week’s #TChat Events. We value your ideas. In fact, Dice is so interested in your input that they’re giving away a cool Pebble Smartwatch to a lucky participant!

Entering is easy. Just share your tech recruiting ideas or questions with Dice by Friday, February 7th. Then find out who wins at #TChat on Wednesday February 12th! (See details and enter now.)

#TChat Week-In-Review: How to Find Top Tech Talent

Shravan Goli Sara Fleischman (2)

See the Preview Post now

SAT 1/25:
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring two “sneak peek” hangouts with guests, Shravan Goli and Sara Fleischman. See the #TChat Preview now: “Finding Tech Talent to Fuel the Future”

SUN 1/26:
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro, offered guidance based on her personal experience as a tech industry talent strategist. Read “How Leaders Hire Top Tech Talent.”

RELATED POSTS:
“What Makes Tech Talent Tick?” — by Dr. Nancy Rubin
“Tech Pros’ Salaries, Confidence Rise” — January Trend Report by Dice

TChatRadio_logo_020813

Listen to the #TChat Radio replay

WED 1/29:
#TChat Radio: Host Meghan M. Biro talked with Shravan Goli, and Sara Fleischman about what it takes to recruit tech talent in today’s competitive environment. Listen to the #TChat Radio replay now…

#TChat Twitter: Immediately following the radio show, Meghan, Shravan, and Sara joined the TalentCulture community on the #TChat Twitter stream for a dynamic open conversation, centered on 5 related questions.

See highlights in the Storify slideshow below:

#TChat Insights: Finding Tech Talent to Fuel the Future

[javascript src=”//storify.com/TalentCulture/finding-tech-talent-to-fuel-the-future.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Shravan Goli, and Sara Fleischman for sharing your perspectives on tech recruiting tools, techniques and trends. We value your time and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about tech recruiting issues? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week at #TChat Events, we’ll look at how each of us can be more effective at managing our careers, with one of the nation’s best known career coaches, Maggie Mistal, and one of her clients, Laura Rolands. So save the date, Wednesday, February 5, and prepare to raise your professional game!

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our NEW Google+ community, and elsewhere on social media.

We’ll see you on the stream!

Image Credit: Top Student Challenges

Best Employers: What Makes Them Work? #TChat Preview

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(Editor’s Note: Looking for full highlights and resource links from this week’s #TChat Events? Read the recap: “Workplace Greatness: No Guarantees.“)

We’ve all heard the bad news about the state of today’s workplace. Years of economic recession, business upheaval and intense global competition have taken a toll on organizational culture and employee engagement. Media channels are brimming with stories of employers that miss the mark.

So, where’s the good news?

Fortune 100 Best Companies to Work For

Learn more about the 2014 list

Maybe that’s why Fortune Magazine‘s “100 Best Places to Work For” list is so popular. Each year, it shines a light on what really works. We’re reminded that organizational excellence is all around us, and we have a chance to learn from those examples.

Fortunately this week, the TalentCulture community gets a front-row seat in that learning process, as China Gorman joins us at #TChat events!

As many of you know, China is CEO of Great Place to Work Institute — the firm that produces the “Best Companies to Work For” list. The 2014 edition was announced last Thursday, so we’ll be looking at the very latest results. And based on what I’ve seen, this year’s list deserves closer attention.

Sneak Peek: Shifting Priorities

To set the tone for this week’s events, China joined me for a brief “sneak peek” Hangout, where she explained that the 2014 study reveals two new top management priorities:

Last week, she shared other takeaways in a TalentCulture blog post: How Great Companies Attract Top Talent.

What are your thoughts about employers on this year’s “best” list? Do you see evidence that organizational culture is gaining ground as a source of competitive advantage? What role should “best practices” play in improving talent strategies? Join us this week to share your ideas and opinions with the #TChat crowd!

#TChat Events: Lessons From Great Workplaces

#TChat Radio — Wed, Jan 22 — 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Tune-in to the #TChat Radio Show

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with China Gorman about what it takes to create and sustain an extraordinary workplace culture. Tune-in LIVE online this Wednesday!

#TChat Twitter — Wed, Jan 22 — 7pmET / 4pmPT

Immediately following the radio show, Meghan, Kevin and China will move to the #TChat Twitter stream, where Dr. Nancy Rubin will moderate a live discussion with the entire TalentCulture community.

Everyone with a Twitter account is invited to participate, as we address these 5 related questions:

Q1: How does a company become a “great place to work”?
Q2: What characteristics do fast-growing and great workplaces share?
Q3: How does an employer brand interact with the recruiting process??
Q4: Why is a great workplace more about business strategy than HR?
Q5: How can HR convince leadership that workplace technology is a smart investment?

We look forward to hearing your ideas and opinions, as talent-minded professionals who care about the human side of business.

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed, and on our LinkedIn Discussion Group. So feel free to drop by anytime and share your questions, ideas and opinions.

We’ll see you on the stream!

Employees Quit Leaders, Not Companies

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These days, there’s lots of talk about the plight of a generation filled with hungry souls looking for purpose in life. Many find themselves feeling restless in their current roles, or searching endlessly for the ideal career path.

Although most of us must work to pay our way in the world, I think the mission is larger than just finding a great job. It’s also about finding strong role models.

Do You Give Employees A Reason To Stay?

When we’re kids, serendipity “assigns” the leaders in our lives. Our parents, our teachers, our coaches. We don’t pick these people, but they have a huge influence on how we develop and how we come to view ourselves. They can encourage and inspire us to stretch and grow; or they can stifle us, bully us and crush our spirits.

Those early experiences have a profound impact on us — but how do they carry over into careers?

Here’s a theory: Perhaps once we’re thrust into “the rest of our lives,” we’re on a mission to reconnect with the types of leaders we remember most fondly from our youth. It’s impossible to forget those who lit a fire in our hearts and under our butts — the ones who had confidence in us and challenged us to stretch and grow. We trust those types of leaders to guide us. They’re the ones in whom we want to invest both our loyalty and our time.

What should workplace decision makers learn from this? If you’re building a company, keeping the best people on your team is not just about salaries, perks and benefits. What you bring to the table as a leader matters just as much — if not more — to the overall happiness and commitment of your employees.

Looking Back: Survey Says…

Leigh Branham, author of 7 Hidden Reasons Employees Leave analyzed over 20,000 anonymous surveys asking employees why they left their last job. Although most managers believe pay is the primary reason people quit, Branham discovered that the number one reason actually is “loss of trust and confidence in senior leaders.”

The second reason? “Feeling undervalued in recognition, reward and pay.” Even though pay is included in that reason, it can be said that both loss of confidence and feeling that your work efforts are overlooked are actually leadership issues. “Undervalued” in this sense has little to do with money.

Some people might consider a new job at a different company because the pay is higher. However, the true seed of restlessness and dissatisfaction can be traced back to a disconnect between employee and employer.

Loyalty Breeds Loyalty

If employees quit leaders, not companies, then how can employers stem the tide? It starts with leaders who understand that to get loyalty from others, you must first give it. Leaders who take the initiative in demonstrating commitment to their teams are far more successful in gaining commitment in return.

Jo Romano, a work and life coach, suggests some simple ways for employers to demonstrate loyalty. These are our four favorites:

1) Clarify your values and goals, and encourage open dialogue with employees to be sure everyone is on the same page.

2) Trust your employees with important company information. An open door approach helps employees feel empowered and part of something bigger than just their immediate responsibilities.

3) Encourage growth opportunities by allowing employees to further their formal education or seek advice from other leaders, managers and supervisors. This shows them you’re secure in your role as leader and are invested in their professional growth.

4) Be sensitive to work/life conflicts to demonstrate that you see employees as people, and not just “workers.” Kindness and respect invariably strengthens any relationship.

The 21st Century Leader

The fundamentals of great leadership are timeless (passionate, confident, well-spoken). However, we like to suggest a few additions to the leadership playbook.

As Todd Wilms noted recently in Forbes commentary, today’s leaders should be willing to fail, be vulnerable, and set better boundaries. What? Failure, vulnerability and saying “no”? At first glance, that sounds like a recipe for disaster. But let’s break it down:

1) See Success Through Failure. These days, the saying is fail and fail fast. Quite simply, it’s imperative to try, to DO, even if you don’t achieve the desired goal. And that’s the whole point, to try, to test, to experiment, to innovate, to push the envelope and perhaps to fail. Then learn, tweak, iterate and polish. A journey from idea to execution, rife with failure, is better than than paralysis. Leaders who embrace failure by carving a path through it can empower employees and remove fear from the equation.

2) Find Strength In Vulnerability. Actually, it’s not just about vulnerability. The goal is to expose your humanity by being authentic, accepting, present and useful. Author and executive, James A. Autry, says these 5 principles set the stage for a leader/employee dynamic that is more open and functional. Be real and be a resource. Open yourself up to employees and lead by example.

3) Just Say “No.” It’s simple and logical, but many fail to remember that when you try to do everything, you end up doing nothing. Or you end up doing everything, with mediocre results. A great leader is an editor. It’s not about being a jerk or someone that everyone fears. The point is to keep people focused and leveraged. The trick is to say “no” with such finesse that it sounds more like a favor than a dismissal. Too many “yes’s” and you become a pleaser. But thoughtful, appropriate “no’s” make you an effective leader.

Great Leaders Attract AND Retain

Building and running a company requires juggling many moving parts and pieces — you can’t do it all yourself. But no matter what service you’re providing or what product you’re building, don’t forget that YOU are one of the essential reasons your employees joined the company in the first place. Keep this in mind so those moving parts won’t include dissatisfied employees, high turnover and loss of essential talent.

Of course, sometimes losing a key player or two may be unavoidable. But if a pattern arises and you’re losing more employees than you’d like, and you’re unsure about why, it’s time to examine your approach to leadership. Taking conscious, deliberate steps to nurture your leadership skills and employer/employee dynamic is never a waste of time. In fact, it might make all the difference to to your organization’s long-term health and prosperity.

What’s fundamental leadership quality matters most to your organization? Share your thoughts in the comments below.

(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat events every Wednesday, from 6:30-8pm ET. Everyone is welcome. Learn more...)

Image Credit: WarnerBros

Social Learning: The New Business Edge?

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A recent #TChat Radio show really piqued my interest. The topic was collaboration and social learning, with guest, Nick Kellet. Nick is one of the innovative minds who founded Listly — a service that nurtures individual and collective growth by enabling people to discover, filter and share content easily within their digital communities.

Obviously, social learning isn’t a new concept. As Nick noted, it’s not really even “actually a thing” in itself. Rather it’s a by-product of the fact that we are social beings. Learning through interaction with others is naturally built into our work lives. And now, with content and tools that make it incredibly easy to collaborate online, social learning is gaining tremendous momentum in the digital space.

In fact, according to Bersin by Deloitte, U.S. companies spent 39% more on social learning initiatives last year than in 2011. That’s a huge jump, and it indicates how swiftly business is embracing the need to provide infrastructure for collaborative business processes.

Why Social Learning Is Essential: 3 Reasons

So what’s the big deal? Why is social learning suddenly such a hot business topic? Actually, I think it boils down to three fundamentals:

• Employees want to learn and grow.
• Growth contributes to engagement.
• Engaged employees stick around.

It’s just that simple.

Consider this: The Cornerstone OnDemand 2013 U.S. Employee Report indicates that 1 in 3 employees would stay at their company longer if their employer helped them develop their skills. That’s a significant number of employees you could retain — not to mention recruitment costs you could save — just by providing today’s workforce with better paths to learning.

Social learning options are an ideal way to respond to employees’ desire for development, because in addition to providing the knowledge and growth they crave, it also builds a sense of connection and belonging within your organization.

Building Competence and Connections

In responding to performance review questions, have you ever been asked if you have a best friend at work? Did you wonder why that question was relevant? It’s because employees who form bonds with their peers feel much more engaged and comfortable in the workplace. And connections that are good for individuals are also good for organizational culture. Social learning helps employees to connect — not just within their workgroups, but with peers around the globe — expanding their networks and strengthening their sense of belonging. That’s no small feat.

While the technology may be ever-changing, the concept of social learning is clearly here to stay. It’s wise to take a cue from the companies that increased their social learning spending last year, and make it a priority in 2013 and beyond. Your employees will thank you for your investment in their future — and ultimately, so will your bottom line.

Tell me: How is your organization enriching or expanding the learning experience? What hurdles have you faced? And what kind of difference do you see in your workforce? Share your thoughts in the comments below, and let’s learn from one another.

(Note: If you’re not yet one of Listly’s many ardent fans, we recommend you take a closer look. We love it at Achievers. We’ve even created a Listly-powered Achievers resources collection.)

Image Credit: Niharb via flickr Creative Commons

The 3 "Rs" of Hiring "A" Players

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Recruitment + Referrals + Retention

If you want to attract top talent, and keep those high performers on your team (as I assume every employer does), it’s important to create a virtuous cycle. You’ll find it in cultures driven by passion, where employees are treated with respect, and candidates are treated like employees. There’s a continuous loop of positive reinforcement.

It sounds simple enough. So, when companies miss the mark, where do they go wrong? I think many organizations approach recruiting as an isolated objective. But the most effective talent strategies are built on three components that work together to complete the loop:

1) Recruitment

Today the employee experience starts long before the first day at work. With the growth of Glassdoor and other “talent marketplace” sites, anyone can comment about you as a prospective employer, even if they never receive or accept an offer. Your reputation is critical in attracting top talent, so it’s essential to treat candidates with the same level of attention and respect that you extend to employees.

2) Referrals

Unhappy, disengaged employees typically don’t refer friends to their employers. On the other hand, smart employees won’t refer weak candidates to an employer they like. That psychology naturally favors referral programs for organizations devoted to employee success. With the right structure and nurturing, a referral program can help develop a vibrant culture, where people are committed to working toward a common purpose. You can empower your workforce to select for cultural fit, while dramatically reducing recruiting costs, and decreasing the time needed to help new employees achieve peak performance.

Check out the SlideShare presentation below for more insights about the power of referrals.

3) Retention

When building your recruiting strategy, don’t neglect your organization’s current workforce realities. For example, is your employee turnover rate unacceptably high? If your company faces a retention problem, accelerating recruitment is like shoveling water out of a sinking boat. It’s smarter to focus on plugging the hole. If you address the problems that cause employees to leave, you’ll not only have fewer positions to fill, but you’ll also attract top performers more easily. Savvy candidates quickly sense a toxic or chaotic culture. On the other hand, passion and engagement are contagious, and will draw qualified candidates to your door.

Integrated Approach = Business Benefits

WR_247Recruit_SM_404x404

Attend the on-demand webinar now

In HR, we know better than anyone that the quality and commitment of people on your team are the foundation of business success. If your talent strategy considers what happens before, during and after every hire, you’ll create a sustainable framework for top performance.

For more talent acquisition and retention advice, listen now to Achievers’ recent “24×7 Recruiting” webinar, featuring TalentCulture founder Meghan M. Biro.

Image Credit: Stock.xchng

The 3 “Rs” of Hiring “A” Players

/1 Comment/ /by

Recruitment + Referrals + Retention

If you want to attract top talent, and keep those high performers on your team (as I assume every employer does), it’s important to create a virtuous cycle. You’ll find it in cultures driven by passion, where employees are treated with respect, and candidates are treated like employees. There’s a continuous loop of positive reinforcement.

It sounds simple enough. So, when companies miss the mark, where do they go wrong? I think many organizations approach recruiting as an isolated objective. But the most effective talent strategies are built on three components that work together to complete the loop:

1) Recruitment

Today the employee experience starts long before the first day at work. With the growth of Glassdoor and other “talent marketplace” sites, anyone can comment about you as a prospective employer, even if they never receive or accept an offer. Your reputation is critical in attracting top talent, so it’s essential to treat candidates with the same level of attention and respect that you extend to employees.

2) Referrals

Unhappy, disengaged employees typically don’t refer friends to their employers. On the other hand, smart employees won’t refer weak candidates to an employer they like. That psychology naturally favors referral programs for organizations devoted to employee success. With the right structure and nurturing, a referral program can help develop a vibrant culture, where people are committed to working toward a common purpose. You can empower your workforce to select for cultural fit, while dramatically reducing recruiting costs, and decreasing the time needed to help new employees achieve peak performance.

Check out the SlideShare presentation below for more insights about the power of referrals.

3) Retention

When building your recruiting strategy, don’t neglect your organization’s current workforce realities. For example, is your employee turnover rate unacceptably high? If your company faces a retention problem, accelerating recruitment is like shoveling water out of a sinking boat. It’s smarter to focus on plugging the hole. If you address the problems that cause employees to leave, you’ll not only have fewer positions to fill, but you’ll also attract top performers more easily. Savvy candidates quickly sense a toxic or chaotic culture. On the other hand, passion and engagement are contagious, and will draw qualified candidates to your door.

Integrated Approach = Business Benefits

WR_247Recruit_SM_404x404

Attend the on-demand webinar now

In HR, we know better than anyone that the quality and commitment of people on your team are the foundation of business success. If your talent strategy considers what happens before, during and after every hire, you’ll create a sustainable framework for top performance.

For more talent acquisition and retention advice, listen now to Achievers’ recent “24×7 Recruiting” webinar, featuring TalentCulture founder Meghan M. Biro.

Image Credit: Stock.xchng

How To Help Top Talent Thrive

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Written by Mona Berberich

Back in college economics class, I discovered a common assumption about economies of scale — actually about returns to scale. In business, we assume that if we increase factors of input by a given amount, the output will increase by that much or more. This concept seems intuitive, and we rely on it to simplify the management process and maximize profits.

Recently however, while researching how companies treat their top talent, I’ve found that many organizations apply this “returns to scale” theory to their most valuable asset — their smartest, most creative people. In other words, leaders often think that, by doubling the number people with creative abilities, the organization will be at least twice as creative. But if innovation is the goal, this theory isn’t sufficient.

Finding More Of The Right Stuff

What really matters in this equation? It’s ultimately about organizational culture. When managers create an environment that inspires the brightest and most talented people to thrive to their fullest potential, that’s when business performance increases proportionately (or more).

That said, to foster a scalable creative culture, it’s important to understand the smartest and most creative among us. What motivates the top 2 to 5% of the workforce with genius in software design, molecular engineering, and other areas of specialized expertise? Better knowledge of this will lead to a more supportive environment for top talent.

Portrait Of An Innovation Star

I’m not saying that clever people are all alike, but they do follow similar paths and tend to share multiple characteristics. For example, unlike most of us, top contributors know what they’re worth. In today’s more mobile, global world, they have more opportunities. They know their value, and they expect employers to know it, too.

They also tend to share a single defining characteristic — they don’t want to be “managed.” This requirement can be quite a challenge for business leaders. Very talented individuals often are adept at accomplishing great things on their own. They tend to have no special bond with their employer, but they know how to behave to gain funding and support. On the other hand, they’re aware that their employer relies upon them. They generate the ideas that no one else brings to the table, and often they go the extra mile to breathe life into their vision.

Often high flyers demand organizational protection and ignore corporate hierarchy. Quite frankly, they despise titles and promotions, at least in the way that most people perceive those business conventions. Being part of an organization chart is often a thorn in their side. Meetings tend to be seen as waste of time — a by-product of bureaucracy. Bottom line: They prefer immunity from organizational activities because administration is what keeps them from doing what really matters — creating change.

The smartest people often have unconventional expectations. They’re likely to assume managers don’t understand what they are doing, but they want respect for what they do. They want managers to recognize their ideas, and reward them with access to corporate leadership, information and resources. They want freedom to explore new territory, and permission to fail, because failure ultimately can lead to better outcomes. The fact is, they tend not to speak the same language as others in an organization, and often they don’t even want a public voice in the organization’s discussions. What to do? Here are several suggestions…

How Can Your Culture Support Extraordinary Creativity?

1) Be a Guardian

The most talented contributors don’t need a boss, they need a guardian — a sponsor who opens doors on their behalf. Focus on helping to facilitate their work. Give them appropriate guidelines, but eliminate rigid rules.

2) Offer Praise

Create company-wide visibility and demonstrate appreciation by showcasing your rockstars’ projects at company meetings, and in other internal communications. In addition, provide opportunities for them to meet informally with senior leadership. For example, organize lunch with your CEO or top executives (but don’t force rockstars to wear business suits).

3) Grant Operational Immunity

Exempt your top performers from unnecessary meetings and departmental administrative activities. Streamline monitoring and reporting mechanisms, and minimize structural and procedural requirements. Above all, encourage trial and error. Be prepared to recognize failure (or even celebrate it) as an integral part of learning and progress.

4) Provide Freedom to Explore

Encourage your brightest stars to use 20% of their time to drive independent projects. Grant leave of absence for professional development or participation in industry conferences. Consider providing discretionary budgets to fund exploration and ideation — whatever may sparks fresh thinking. For example, a user experience designer might expand his frame-of-reference by operating as a “visiting fellow” at multiple leading-edge customer sites. Or a biotech product developer might “connect the dots” by creating a private virtual forum where life science incubators can share insights about basic research projects.

5) Acknowledge Achievement Beyond The Organization

Rather than evaluating rockstars on typical performance criteria, consider their role in the industry at-large. Perhaps replace classic one-over-one performance appraisals with peer-to-peer evaluations. And consider metrics based on industry awards and rankings, progress in securing patents, volume and quality of articles published or presented, and other indicators of innovation leadership.

How Do You Encourage Top Talent to Thrive?

Do you have extraordinary people in your organization who need to be led in a special way? What have you done to accommodate them? What kind of issues and results have you seen? Please comment — we’re interested in your thoughts!

Mona Berberich2(Editor’s Note: Mona Berberich is a Digital Marketing Manager at Better Weekdays, a Chicago-based company that has developed a platform to help HR leaders source, screen and develop talent based on job compatibility. She is a researcher and writer covering HR, career growth, talent management and leadership development. Contact Mona on Google+ or LinkedIn or Twitter.)

 

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