If you're like most frustrated employers, you're wondering why productivity is at an all time low. There are several factors that go into an unsatisfactory workplace culture, but think for a second. Could it be you're holding onto an unproductive team member because you have no monthly strategy to interview, scout and attract new, energetic talent? Ponder this question while I explain:
Great Employees Are Assets
Having a bunch of good and bright employees can be both gratifying and stressful. That's because efficient employees greatly contribute to the company’s overall productivity. As a business leader and/or owner, it can be particularly stressful if these employees suddenly leave the company. Not thinking of strategies to retain employees, not planning ahead for an easy transition should an employee leave and avoiding searching for future talent could seriously jeopardize the company’s continued success.
Ideal Employee Requirements
No one wants to work with lousy employees. American business magnate, Warren Buffett, requires his employees to be:
• Highly intelligent
• Highly energetic
• Have high integrity and
• Have at least an intermediate skill in computers
Yikes! Do ALL of your employees meet these four requirements? The first three attributes are a given but listen, folks. It's not always in a company's best interest to train new employees in the latest computer software and programs. That's why it's imperative to continuously scout for new talent, especially those with experience in your given industry. Even if they are already employed, they might leave someday for greener pastures considering their talent is of high demand.
Scouting for Ideal Employees
During the hiring process, it's up to you (the employer) to get the prospective employee's vision of where they fit into the business. The entrepreneur can also gauge the chemistry of the new employee by assessing how they would function amongst the current team. After a variety of case studies, experts say that in order to hire the right people, it's ideal to convince a prospective employee why they shouldn't take the position. Once you mention the negatives of working for a fast-paced company (work pressure, long working hours, etc.), you're gauging whether or not prospective talent can handle conflict and pressure. By being honest with applicants, experts say it's easier to filter who shall remain with the company or not. This minimizes turnover and will save you a ton of time in the long run. P.S.: Ideally, the right candidate will counter your argument with strategies they can implement to make the job a more ideal working environment.
Myths About Keeping Employees
The following are some BIG myths about retaining employees:
MYTH: Key employees will stay, especially when the economy is tough, as they are afraid of losing income. TRUTH: This is false because uneasiness caused by tough economic crisis can threaten security. When they are undervalued, employees counterproductive and begin looking for something better.]
MYTH: Employees can be loyal when treated well.
TRUTH: Even if treated well, employees can change jobs if they are not happy with the positions they're in. Most employees only stay in their role if it fulfills them. To keep talent happy is to determine the objectives of the company and find individuals who are able to meet these objectives. Employees need to be motivated as well as engaged so they will remain with the company for a long time.
More Numbers Creates Stability
Sometimes, employers hold on to their employees because they stop scouting for more talent. The other reason is they do not have a strategy to attract the right employees. As the main driver of the organization, employees are people; and people are the only ones capable of achieving the company’s goals by carrying out systems. New employees can bring a fresh vibe to the organization while keeping the balance as not to lose productivity. More numbers can create more stability and strength. To attract more talent, the recruitment process should be in itself strategic, interesting and exciting.
What are your thoughts on selecting an ideal employee?
Peace, Love and Gumbo!
Marvin LeBlanc LUTCF, CNP, is a performance strategist and author of the number one Amazon Kindle best-selling book, Come Hell or High Water: Life Lessons from Hurricane Katrina. Marvin not only brings wisdom and insight gained from his three decades in the insurance and finance industries, but he also empowers others through his unique sharing of lessons and techniques from years of corporate and leadership training and motivational programs. A vibrant entrepreneur who makes the stage his own–and yours, Marvin’s humor-filled stories bring inspiration, heart-warming truths and tangible, strategic takeaways you can bring back to your organization.