by Jolene Risch, YES Contributor and Speaker
In the midst of a global pandemic, it may be more crucial than ever that businesses have reliable talent to navigate an uncertain future. But with foundational changes to the ways we run our businesses, a flooded candidate pool, and the challenge of onboarding remotely, building an effective team can feel overwhelming.
Despite it all, it's still possible for small businesses to attract talent, engage their teams, increase retention, and ultimately grow! Here are seven simple ideas for attracting and retaining talent that hold true no matter what's happening in our world.
No. 1: Create a Culture of Collaboration
Employees leave bosses, not companies. If a manager is ineffective or unsupportive, employees may feel marginalized or underappreciated, which increases the rate of attrition. Small businesses have the opportunity to make employees feel like they matter by involving them in decisioning and strategizing.
No. 2: Ensure Your Employees Feel Like Owners
The Great Game of Business is not only a great book, but a methodology and set of integrated tools proven to engage employees to drive profitability and sustainability. Business transparency ensures that every employee is involved with the understanding and tracking of key business numbers. If there’s a decision to be made, people with relevant knowledge or expertise are asked their opinions — and rank doesn’t matter.
No. 3: Conduct Behavioral/Cultural Assessments
Considering “fit” in the hiring process is one of the best ways to hire the right talent and increase engagement and retention. We suggest using a reliable behavioral assessment to measure the innate characteristics of how a person thinks, employers can create more productive teams.
No. 4: Brand Your Business
Every external and internal communication is an opportunity to brand your business as employee centric. Whether posting on LinkedIn, a blog, or the company website, communicate what makes your company unique, reinforce your mission, and highlight how your employees have helped you get to where you are.
No. 5: Seek Feedback and Refine Accordingly
A business can’t grow without understanding what’s working — and what needs improvement. Provide employees with the tools and solutions they need to successfully perform. Talk to them about what they like and what they would change by conducting “stay interviews.” Engage employees in the solution process.
No. 6: Practice Forgiveness
Forgiveness is an important leadership skill. As Mahatma Gandhi said, “Forgiveness is the attribute of the strong.” Practice empathy by seeing situations from the perspective of your employees. A culture that encourages forgiveness will improve well-being and increase productivity.
No. 7: Consider the intrinsic benefits of the position
Leaders need to know the non-financial benefits of a position to attract and keep the best talent. The best talent is interested in a career, not a position. You don’t have to be Toyota to offer your employees opportunities for growth and development. Equally important is an opportunity to work with talented colleagues. If the company is too small, consider affiliating with trade organizations and training events.
This article originally appeared in a RISCH RESULTS blog.
In the midst of a global pandemic, it may be more crucial than ever that businesses have reliable talent to navigate an uncertain future. But with foundational changes to the ways we run our businesses, a flooded candidate pool, and the challenge of onboarding remotely, building an effective team can feel overwhelming.
Despite it all, it's still possible for small businesses to attract talent, engage their teams, increase retention, and ultimately grow! Here are seven simple ideas for attracting and retaining talent that hold true no matter what's happening in our world.
No. 1: Create a Culture of Collaboration
Employees leave bosses, not companies. If a manager is ineffective or unsupportive, employees may feel marginalized or underappreciated, which increases the rate of attrition. Small businesses have the opportunity to make employees feel like they matter by involving them in decisioning and strategizing.
No. 2: Ensure Your Employees Feel Like Owners
The Great Game of Business is not only a great book, but a methodology and set of integrated tools proven to engage employees to drive profitability and sustainability. Business transparency ensures that every employee is involved with the understanding and tracking of key business numbers. If there’s a decision to be made, people with relevant knowledge or expertise are asked their opinions — and rank doesn’t matter.
No. 3: Conduct Behavioral/Cultural Assessments
Considering “fit” in the hiring process is one of the best ways to hire the right talent and increase engagement and retention. We suggest using a reliable behavioral assessment to measure the innate characteristics of how a person thinks, employers can create more productive teams.
No. 4: Brand Your Business
Every external and internal communication is an opportunity to brand your business as employee centric. Whether posting on LinkedIn, a blog, or the company website, communicate what makes your company unique, reinforce your mission, and highlight how your employees have helped you get to where you are.
No. 5: Seek Feedback and Refine Accordingly
A business can’t grow without understanding what’s working — and what needs improvement. Provide employees with the tools and solutions they need to successfully perform. Talk to them about what they like and what they would change by conducting “stay interviews.” Engage employees in the solution process.
No. 6: Practice Forgiveness
Forgiveness is an important leadership skill. As Mahatma Gandhi said, “Forgiveness is the attribute of the strong.” Practice empathy by seeing situations from the perspective of your employees. A culture that encourages forgiveness will improve well-being and increase productivity.
No. 7: Consider the intrinsic benefits of the position
Leaders need to know the non-financial benefits of a position to attract and keep the best talent. The best talent is interested in a career, not a position. You don’t have to be Toyota to offer your employees opportunities for growth and development. Equally important is an opportunity to work with talented colleagues. If the company is too small, consider affiliating with trade organizations and training events.
This article originally appeared in a RISCH RESULTS blog.
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