Think of millenials and job hopping is probably one the buzzwords that comes to mind. But still, effective teams are key to successfully achieving targets. So while employers may be getting more choices with the increasingly competitive labour market, the question now may not be: “How do we get the right people?” but “How do we get the right people and keep them long enough so that our hiring decision bears fruit?”
In a nutshell, hiring is now akin to an investment decision in itself - hire the wrong person and you might lose your investment. Here are 3 ideas on how employers can find and retain great talent.
1. Ask for Feedback
It’s hard to admit you have a weakness and noticing them yourself may be tough sometimes.. Managers and team leaders may have views and opinions that differ greatly from their subordinates, nevertheless, in an organization, it takes a team to get the job done and no one should be left out, even if he or she is new on the job.
Take the right opportunities to ask others about what they think of you and your approach to a particular task. You may be surprised by the answers.
2. Be growth Oriented
In 1943, psychologist Abraham Maslow first proposed the “Hierarchy of Needs”. The very top of the hierarchy represents growth needs (Eg: realising one’s full potential, seeking self-fulfillment). Employees (being human) also seek to fulfill such needs on top of basic survival needs from their work (job security, salaries). Thus, good managers and leaders should constantly look for opportunities to stimulate their employees with chances to grow and improve. An organisation that encourages calculated risk-taking and learning from past mistakes creates the ideal environment for growth and possibly retaining talented workers.
3. Keep Employees Happy
While monetary rewards are a key factor in keeping good employees happy, managers need to play their role in fostering an inclusive environment that accepts different points of view. In his 2015 TEDx talk “What Makes a Good Life? Lessons from the Longest Study on Happiness”, psychiatrist Robert Waldinger explains one of the most vital sources of happiness in life - strong relationships.
Day-to-day work creates various sources of conflicts such as disagreements and misunderstandings. Hence, to ensure great talent stays in the company, managers need to ensure that their employees know that their opinions are being heard and that those opinions matter. Having an environment that shows “we care for everyone” plays a big part in keeping good talent.
Attracting the best talent is getting the right people for the job. But getting the wrong people is like making a bad investment decision. Moreover, keeping the right people is just as challenging. Hence, it is crucial for employers to hire and retain the ideal people to get the job done.
As a young professional, the very thought of going for a performance review still makes me a tad nervous – not as bad as the first few sessions early in my career life but that fleeting moments of nervousness is still there.
Our Asian culture which dictates that we must always respect our elders, seniors, or bosses, and to humbly accept their feedback and criticism for they are wiser, rich in experience, and always right; I couldn’t help but feel a small sense of doom even before I step into the meeting.
Over the years and having gone through a number of performance reviews, I realised that I do look forward to these sessions because at the end of it all, I have walked away with insightful gems.
It is normal for most of us to find ourselves juggling the demands of many teams at once in today’s workplace because theoretically, this system of “multiteaming” offers a number of upsides: You can deploy your expertise exactly where and when it’s most needed, share your knowledge across groups, and switch projects during lull times, avoiding costly downtime.
The word ‘meetings’ is a word we dread — they clog up our days, making it hard to get work done in the gaps, and, sometimes, a waste of time.
There’s plenty of advice out there on how to stop spending so much time in meetings or make better use of the time, but does it hold up in reality? Can you really make meetings more effective and regain control of your calendar?
In her article, ‘The Condensed Guide to Running Meetings’, Amy Gallo asks Paul Axell, a personal effectiveness consultant and wrote Meetings Matter: 8 Powerful Strategies for Remarkable Conversations, and Francesca Gino, a professor at Harvard Business School and the author of Sidetracked: Why Our Decisions Get Derailed, and How We Can Stick to the Plan whether much of the conventional wisdom holds true.
Purpose-driven employees are naturally more engaged with their work and that is vital for every organisation.
The more engaged and purposeful an employee feels, the more likely they are to make a positive contribution, push themselves forward, and progress with the company.
According to TheUndercoverRecruiter.com, here's 6 things we can do to help our teams have a greater sense of purpose in what they do:
Writing and sharing from the recruitment industry.