Motivating,Top,Talent,De-Motiv business, insurance Motivating Top Talent In De-Motivating Times
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So how do you motivate your top talent to reach the companys goals?How do you keep them from contacting recruiters?How do you keep them passionate about coming to work?How do keep them engaged day after day?The answer to all ofthese is Culture. Even in difficult times top talent, by definition,will always rise to the occasion. They will always strive to be thebest. If they dont, they arent top talent. However, even top talentcan burn out, get frustrated, not see the light at the end of thetunnel or wonder if they are really contributing.It is the role of allCEOs and hiring managers to ensure these dont happen. As an executiverecruiter I have recruited thousands of candidates over the last 30years. There seems to be a consistent theme what great companies do indifficult times to hold on to and even attract top talent.In our recent talkradio program we discussed four areas companies must focus on to ensurethey keep their top talent motivated. You can download the audio forfree. Just click here.1) Companies must have a performance based culture.Even in difficult times there must be clearly defined goals for thecompany. These goals must cascade down to your top talent. They musthave quantifiable objectives that motivate them, so when reached, theyfeel a sense of accomplishment.2) Dysfunctional Culture.Probably the biggest reason top talent gets nervous and begins to thinkoutside your company. Do you know your companys culture? Can youdefine it? Will your executive staff define it the same way? Will thein-the-trench worker bees define it the same way? We developed a Culture Assessment Tool foryou and all your employees to take. Once completed see if aligns withthe culture you want? If not, this is the time to begin working on it.3) Non-monetary rewards and recognition. The least expensive and least used method to retain top talent. How many timesweveheard from candidates,No matter how much I contributed, how many timesI went above and beyond what was expected, or all the times I missed mykids activities, it always seemed just part of the job. Never even athanks, appreciate the effort, even a small pat on the back. Considerbuilding a culture of rewards and recognition that makes your toptalent feel appreciated. Top talent does not want to be taken forgranted.4) Consistent feedback.Similar to above but more formal. This includes regular and structured1-on-1 feedback sessions. Not passing in the hallway. Actually sittingdown and focusing on them. Giving them feedback, encouraging them,listening to what their needs are (even if you cant meet them, justlistening), taking an interest in their career and building a sharedbond.Consider these fourthings as a way to motivate your top talent. There are others and weencourage you to consider anything that will help you attract, hire andretain your top talent.You can explore our audio library, download free examples of compelling marketing statements, download a summary of our research project that identifies the biggest hiring mistakes, and get our culture assessment tool by clicking the links. All these are free.
Motivating,Top,Talent,De-Motiv