Let's Not Get Complacent About Talent Leadership

Paradigm Learning Community

Blog

Let's Not Get Complacent About Talent Leadership

posted by Catherine Rezak, Chairman of Paradigm Learning on

February 20, 2009 | 11:32 AM

AU ETCathyRezak Torso

Yes, times are tough and unemployment is high. However, it would be a big mistake for companies -- and the managers in them -- to stop being proactive in their efforts to retain talent. Training Magazine's online newsletter captured some data from a recent study by Taleo Research around the level of job commitment and engagement of American workers. For example:

Despite higher reported levels of engagement in 2008, two out of five workers consider themselves "open" to looking for a new position

13% are actively pursuing new job opportunities, with those under the age of 35 more likely to be looking than their older counterparts.

In 2008, approximately 25% of all employed Americans left their jobs voluntarily

Keeping good people is even more critical than ever. Their productivity in the short term can help companies stay competitive and profitable. And, they are the future of the company as the economy improves.

What's it take to keep good people? Here are some ideas:

Companies will need to:

Communicate, communicate, communicate : Let employees know what's happening and why. And, not just once, but often.

Be transparent: Tell the truth, even when it means saying "we don't know".

Look for creative ... not just easy ... options for cutting expenses

Support and encourage managers -- they are "on the line" to implement changes and to help employees through those changes

Managers will need to:

Keep conversations going with employees. The worst thing for employees to hear is nothing

Realize that emotional reactions to change are normal... and deal with them openly and honestly

Have "stay" conversations with employees ..... ask them directly about their level of engagement, let them know their value to the organization and ask them to stay.

Keenly understand the company's strategies and financial drivers ... and use this knowledge to focus individual and departmental actions to align with them

Understand and embrace their ongoing role as talent leaders for the organization

These are just a few ideas for keeping your talent management strategies alive and well through this recession. Let us hear from you about others.

Permalink

Comments

cathy said:

Thanks for your comments. Your point about public or semi-public recognition is right on the mark. I have seen managers miss many opportunities to recognize performance of employees in meetings. It's usually not an unwillingness as much as a lack of planning in advance. Recognition should be on the agenda of every manager's meeting every time!

Tom Roux said:

Amen, Catherine! As a corporate internal communications consultant for the past nine years, I could not agree more with the ideas you suggest for both companies and their managers. All too often, I've seen managers drop the ball by not keeping the lines of communication open with their reports, simply because they themselves don't feel they have any new or noteworthy information to share. It amazes me how many managers don't hold regular progress meetings with their staff. One of the best suggestions I can offer, and have seen work wonders, is to thank employees simply and often for the work they do each week. All the better if that recognition is semi-public, such as at a staff meeting. There's nothing like ongoing positive reinforcement to keep an employee engaged and motivated. Tom Roux Editor-at-Large at <A href="http://www.TimRosaBlog.com">The Business Insider Blog</A>