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Are you prepared to lose your best employees?
Didn’t think so.
The dynamics of the workplace are changing, making it more important than ever that your team is equipped to win the war on talent.
75% More demand for talented workers, less supply Millenials will make up 75% of the workforce by 2025 Millenials and baby boomers alike have new priorities as it pertains to their work
What can you do about it?
6 Unexpected Strategies to Attract and Retain Top Talent *That you can implement today
STEP ONE: BUILD AN AUTHENTIC COMPANY CULTURE 1 2 3 4 5 6
According to Ben Horowitz, culture must: WHAT IT IS 1 2 3 4 5 6 1. Distinguish you from competitor 2. Ensure that critical operating values persist such as delighting customers or making beautiful products 3. Help you identify employees that fit with your mission
WHY IT MATTERS 1 2 3 4 5 6 The best and brightest understand that the boundaries of work and life are inextricably blurred. They understand that their work will dominate not only their workday, but also their nights and weekends. They want to for work a company that matches their values and gives them a sense of meaning.
WHAT CAN YOU START DOING TODAY? by an honest discussion 1. Start yougettingayour company together and have What are your shared about who are as company. What is your mission? values and how do you operationalize them? What are the traits of people that thrive at your company? What makes your company different? cultural points 2. Implementthat drivedesignculture.)that emphasize these values. (company-wide behaviors your Culture isn’t something you can implement in set 3. Be patient.pong table. Instead, it is something that evolvesthe time it takes toon acup a ping over time based tions that your company takes. 1 2 3 4 5 6
STEP TWO: SHOW OFF YOUR SPACE 1 2 3 4 5 6
WHAT IT IS 1 2 3 4 5 6 Creating an energizing, employee-centric office space is an often overlooked strategy that you can use to both attract new hires and engage your current employees.
25% WHY IT MATTERS 1 2 3 4 5 6 Office environment makes up 25% of job satisfaction. In fact, 62% of US workers say they would be more motivated if employers made an effort to improve workplace surroundings. And the importance of the physical workplace is only growing!
WHAT CAN YOU START DOING TODAY? BLUEPRINT FOR A GREAT OFFICE SPACE Creative collaboration spaces Bright colors & company logos Standing desks Active seats 1 2 3 Standing conference tables 4 5 6 1. Offer flexible workplaces 2. Choose active furniture 3. Create de-formalized collaboration spaces 4. Seamlessly integrate technology 5. Show off your brand
STEP THREE: PRIORITIZE WELL-BEING 1 2 3 4 5 6
Workplace wellness isn’t enough. If you want to differentiate yourself from your competitors, you need to prioritize workplace well-being. WHAT IT IS 1 2 3 4 5 6 Workplace well-being expands upon the concept of workplace wellness, integrating mental, social, and physical wellness
WHY IT MATTERS 1 2 3 4 5 6 2030 A comprehensive report by CBRE recently explored the changing landscape of the workplace. Through their interviews with experts, leaders and youths, it was nearly unanimous that by the year 2030, it will become imperative that workplaces support overall well-being.
WHAT CAN YOU START DOING TODAY? Begin by improving one of the seven pillars of workplace well-being. Air Optimize indoor air quality 1 2 3 4 5 Water Accessible, high quality water 6 Nourishment Healthy food choices Light Minimize disruption to body’s circadian rhythm Fitness Encourage physical activity Comfort Distraction-free, soothing, productive environment Mind Support mental and emotional health
STEP FOUR: DO SOMETHING WORTH TALKING ABOUT 1 2 3 4 5 6
WHAT IT IS Don’t rely on online talent sites to attract your next big hire. Instead, follow this simple two-step process. 1. Do something worth talking about 2. Talk about it (in the right spaces) 1 2 3 4 5 6
WHY IT MATTERS 1 2 3 4 5 6 The very people you want to attract aren’t job searching online. In fact, they probably aren’t searching for a job at all! The best and brightest are thriving at their current day jobs and working on a passion project at night. They certainly are not spending their time scrolling through online job listings.
WHAT CAN YOU START DOING TODAY? 1. 2. 1 Take a step back and think intentionally about your ideal hire. What ideas excite and engage them? Where do they get their information? Join the conversation. These days, there are myriad places and spaces to engage potential new hires. You can blog. You can contribute to a site like Reddit or Quora. You can create a dynamic video or infographic. The possibilities are endless. 2 3 4 5 6
STEP FIVE: HIRE HOLISTICALLY 1 2 3 4 5 6
WHAT IT IS 1 2 3 4 5 6 Look beyond the resume to determine if a candidate would be a good cultural fit. Beware of the cultural vampire; “high-performing employees who act at cross purposes with your company’s culture.”
WHY IT MATTERS 1 2 3 4 5 6 Culture vampires quickly gain social capital in companies, and with capital comes followers. One cultural vampire can quickly multiply into a brood of vampires, all sucking the vitality out of your company.
WHAT CAN YOU START DOING TODAY? In interviews, look beyond the resume and ask questions that measure cultural fit. You may even want to create a cultural fit quiz to see how a candidate aligns with your mission and values. 1 2 3 4 5 6
STEP SIX: DON’T STOP DEVELOPMENT AFTER ON-BOARDING 1 2 3 4 5 6
WHAT IT IS 1 2 3 4 5 6 Prioritize career development. Create programs that “focus on the individual and encourages employees to drive their own development.”
WHY IT MATTERS 1 2 3 4 5 6 An analysis of more than 1,200 young, high achieving employees report that the number one reason they leave their jobs is lack of career development. These days, top employees aren’t satisfied performing at the level expected of them. They are adept, ambitious, and eager to exceed expectations. If they do not get the support they need to at your company, without hesitation they will go elsewhere, which can be especially costly.
WHAT CAN YOU START DOING TODAY? 1. 2. Work with your employee to design a plan that you both agree will propel them forward in their personal development. 3. 1 Start by having an open dialogue with your employee to understand how they want to develop. Ask questions like “what projects have you found most engaging?” and “what do you really want to learn?” Check in. Meet with your employee to see how things are going and revise your plan as necessary. These check-ins not only help employees mark their development progress, but they also act as a reminder of your company’s commitment to their growth and development. 2 3 4 5 6