Then, came the media firestorm, showcasing article after article describing the situation, what led to the incident, and what the future might hold.
But, why? Why is this topic so interesting to the media and its readership? This story struck a chord with the American worker. On (what we hope) is the heels of a global recession, employee morale is at an all time low.
Unemployment is high, but according to the Bureau of Labor Statistics, more employees are quitting their jobs than being let go. The past few years have been tough for leaders and their employees. Limited resources, increased competition and short time horizons for delivery are stressful, and in some cases, have caused morale to plummet.
There is good news, though. As a leader, there are steps that you can take to keep spirits high. Here is your talent tool box, which will help you find, keep, and motivate your employee base to achieve your company goals:
1. Recruit talent. There is no one-size-fits all approach to finding talent, but the most important thing to do is always recruit for your brand. Develop specific (not generic) candidate profiles. Look outside of traditional parameters for employees who represent both the kind of person and competencies that you are seeking. Always set your standards high and seek the best.
2. On-board employees. Remember what your Momma said? First impressions count, and they set the tone for future performance, productivity and job satisfaction. Avoid making new employees feel as though they are being processed and let them dig into the “real work” right away. Use this opportunity to resell your brand and vision, communicate expectations and establish your leadership.
3. Manage performance. You’ve heard us say it before, and we’ll say it again; traditional performance management is dead. Today’s workers demand real-time feedback to be productive and manage their individual professional development. Schedule and adhere to consistent one-on-one meetings with your direct reports to discuss strengths and weaknesses. Use this opportunity to reinforce the alignment between the individual’s aspirations and the goals of the organization.
4. Plan succession. You know what’s interesting about high potential employees? Many of them don’t even know it because their leaders don’t communicate the opportunities that exist for them to grow within the organization. Employees are looking for a reason to stay, not a reason to leave. That’s why it is crucial for each employee to be aware of the opportunities that exist through continued employment at the company.
Business and industry leaders will address each of the new rules of talent at the upcoming Sendek Summit on Leadership, hosted by Solutions 21. The Sendek Summit on Leadership will take place on October 21-22, 2010, in Phoenix Arizona and will host talent recruitment and retention conversations. Keynote speakers include New York Times #1 bestselling author and businessman Harvey Mackay and The Pacific Institute's Lou Tice.