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HR Matters // A Newsletter On: Creating exceptional workplaces and extraordinary results

I recently facilitated several executive breakfasts in New York City, as well as the Boston area. In both cases the room was filled with CEOs and top executives who were facing the same challenge across different industries — finding and keeping good people. Lack of talent is holding companies back from achieving their full potential. It doesn’t have to be this way. Read on to learn more about how you can attract talent and at the same time have others singing your praises. Contact me at Roberta@matusonconsulting.com or by phone at 413-582-1840 for a complimentary thirty-minute conversation on how you can apply these principles to your organization.

Why Work Isn’t Working

There are a lot of things about work these days that don’t seem to be working. Here are just a few, and what you can do to change them.

Employers can’t find workers. Workers can’t find employers. According to Careerbuilder, 38% of companies have unfilled positions they can’t seem to fill. I certainly understand that in some situations there is a mismatch between the skills that employers believe they need and the skills candidates possess. But this certainly isn’t the case in every situation. Companies are going after the same talent pool, which is quickly drying up. That isn’t really working out well for anyone.

What if instead, you looked to hire people who had the traits you were seeking and trained them on the skills you needed them to have? This approach would result in a more committed workforce, as well as a more engaged team of workers.

Work is happening 24/7. Workers are yearning for balance in their lives. I don’t know of anyone who can do good work without resting their brains and their bodies every now and again. Many workers assume they must give their heart and souls to their employer in order to succeed. What if instead of measuring employees on face time, you measured them on results? Of course that would mean you’d need to manage their performance. (We’ll save that conversation for another time.)

Set expectations and allow employees to figure out the best and quickest route to meeting agreed-upon objectives. Encourage workers to set aside time to recharge their batteries. Result: You’ll receive higher levels of productivity and workers will get something they desperately desire — their lives back.

Leaders aren’t leading. Workers are asking for guidance. It’s not uncommon for today’s leader to have been tossed into their jobs without any training. It is no wonder so many employees place their bosses in the “needs improvement” category. Yet who suffers because of this? Those who work for poor leaders, and those employers who scratch their heads wondering why productivity is down and employee turnover is on the rise.

A 2012 global work force study of thirty-two thousand employees by the consulting company Towers Watson found that feeling cared for by one’s supervisor has a more significant impact on people’s sense of trust and safety than any other behavior by a leader. Employees who reported they have more supportive supervisors are 1.3 times as likely to stay with the organization and are 67% more engaged.

Invest in leadership development for your high potentials, and those who’ve been recently promoted. Provide ongoing training to supervisors and managers to ensure that every employee has a leader they are proud to call their own.

Five Ways to Dramatically Increase Profitability

  1. Offer your clients the best seat in the house, the best rate, and the best service so they don’t feel the need to ask for an upgrade or to shop around.
  2. Make it easy for your employees to exceed your customer’s expectations.
  3. Treat your current customers as well as or better than your new customers.
  4. Hire the best. Release the rest.
  5. Turn away lousy prospects so you can focus on bringing in good business.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

If you’ve ever worked in a family business or a large organization, then most likely you’ve encountered a sacred cow or two, or in some cases an entire herd. These are the people who get to remain in their jobs in spite of the fact that they should have been put out to pasture a long time ago.

A CEO who attended my executive breakfast on How to Create a Solar System of Talent offered up the following advice. “Grind your sacred cows into ground beef.” I couldn’t agree more. By doing so, you will demonstrate to the rest of the company that if you plan on riding into the sunset with this organization, you’ll need to pull your own weight; a message that top talent will find quite attractive.

For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 413-582-1840 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including Best Buy, New Balance, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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