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How to Create a Workplace Where Top Talent Thrives

“86% of young employees report being willing to give ground on compensation to work at a business aligned with their values or mission.”

What a powerful quote that shows the power of the workplace and how talent is being acquired these days. Harvard Business has some opinions on what this means.

Workforce Dynamics are Changing: With baby boomers retiring and younger generations seeking jobs aligned with their values and mission, the labor market is becoming even more competitive. Millennials and Gen Z prioritize factors like flexibility, purpose, and commitment to diversity over traditional perks like salary and benefits.

Employee Engagement and Retention Strategies: Building a positive employee experience is vital for retention. Regular one-to-one discussions between managers and employees significantly boost engagement and reduce burnout. Prioritizing meaningful work, personalized development opportunities, and a supportive environment increases the likelihood of retaining valuable talent.

How are we practicing this at CRE OneSource?

  • We give our people more opportunities and responsibility than they could get in other jobs.
  • We always strive to be transparent and direct. We share all of our numbers with our whole team.
  • We are honest with each individual about their strengths and weakness and try to be clear on their growth path.
  • Everyone is part of our successes and our shortcomings.
  • We’re super clear on our non-negotiables and try to live them out everyday.
  • We are building a team driven by Unique Ability. Check out this episode of CRE – The Unspoken Truth where Craig discusses Team Building around Unique Ability.

The world of brokerage requires proactive efforts from leaders to adapt to the evolving needs of the workforce and create an environment where employees feel valued and supported.

Charlie Coppola

[email protected]

 

 

How to Attract and Keep Top Talent

by Lisa McLellan | May 10, 2022

For managers involved in attracting, developing, and keeping talent, the headlines can be daunting. On Forbes, we read that A War for Talent Is Starting. CFO.com tells us Most Companies [Are] Struggling to Hire Workers.  A piece published by SHRM asks, Why Are So Many Employees Quitting? Harvard Business Review offers an answer in an article entitled The Real Secret to Retaining Talent.

Hiring’s difficult. So is keeping the employees you have. There’s no denying that the competition for talent is fierce.

A TIGHT LABOR MARKET MADE TIGHTER

The headlines may be daunting, but they’re also recognizable and relatable and reflect the challenges that organizations are facing. Managers are seeking employees who have the necessary knowledge and skills to thrive at their organizations. They’re looking for engineers with AI expertise, marketers with digital media savvy, individuals with a knack for collaboration.

And they’re also looking for learners who are agile enough to build new skills as needed. Because if there’s one thing that the last few years have taught us, it’s that the jobs of the near future will be different from the jobs of the near past.

The tight labor market has been made tighter as baby boomers retire, and millennials and Gen Z-ers shop around for a job where flexibility, purpose, and a strong commitment to diversity, equity, and inclusion matter just as much as—and sometimes more than—salary and benefits.

 86% OF YOUNG EMPLOYEES REPORT BEING WILLING TO GIVE GROUND ON COMPENSATION TO WORK AT A BUSINESS ALIGNED WITH THEIR VALUES OR MISSION.

Harvard Business Review

WHOSE JOB IS TALENT MANAGEMENT, ANYWAY?

Companies run on talent, making talent management—attracting, developing, retaining employees—integral to a successful organization. But just whose job is talent management, anyway? HR obviously plays a role, from recruiting and hiring through managing employee exits.

But talent management is not just HR’s domain. As the role of the manager continues to shift towards people leader, organizations are increasingly looking for and valuing talent management skills in leaders at all levels.

ATTRACTING AND KEEPING THE TALENT YOU NEED

Even before the first prospective employee resume is uploaded, managers like you are involved in the recruitment process when you create a job description and set of requirements. While it’s always tempting to resurrect the job posting you used last time, use this opportunity to rethink how to best present your open position:

Are there emerging skills needed on your team? Make sure to prioritize those in the description.

Are those requirements you included really necessary? Or are they just the way you’ve always done things? Eliminating requirements that aren’t actually essential for a person to be successful in the role can help you build a more diverse and inclusive team.

Hiring managers should also sharpen their interviewing and onboarding skills:

Prepare for being the interviewer as diligently as you would be if you’re the interviewee.

Once new people are hired, take care to make the onboarding process meaningful. There’s nothing worse than being new to a team and not knowing where to contribute.

Throughout an employee’s journey with your organization, make sure that their jobs are meaningful, personalized, and full of learning and career development opportunities. The more engaged an employee is, the more likely they are to stay with your organization—and, if they do leave, to return later, with new skills and experience.

WEEKLY ONE-TO-ONE DISCUSSIONS WITH MANAGERS CAN INCREASE ENGAGEMENT BY 54% AND DECREASE BURNOUT BY 15% AMONG EMPLOYEES.

Harvard Business Review

Workers are on the move, and few people spend their entire work life with the same organization. They switch jobs, companies, and even careers. Leaders must know how to smoothly navigate the inevitable transitions that occur.

The more attuned managers are to creating a positive employee experience, the more effective an organization will be at attracting and developing talent. As a leader, how might you foster a positive employee experience at your organization? 

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