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What if this is the Great Opportunity?

Millions of people are voluntarily leaving their jobs so do we have a labor shortage, or a shortage of good jobs filled with leaders worth following and purposes with meaning? In this video I explore what makes your organization an “employer of choice” to attract, and retain, workers.

If you are in the position of having open jobs and facing people leaving the organization maybe, it’s time to review the options available to you. Can you show the values that demonstrate your culture, the purpose and impact you have to each other and in your community? This moment is yours to create an innovative workforce that is new in how it works so reach out and tap into the curiosity, creativity, and compassion people have. Open yourself up to their ideas and encourage them to bring new solutions along with new ways to work, grow, and succeed. If you can be open to working differently perhaps people may be open to joining and staying.

People have taken the time to re-evaluate the quality of their lives, and many are choosing to invest their time focused on family, expanding their education, and living a more balanced, healthier lifestyle even if this means they don’t make as much money. Let’s talk more about how to use learning as a strategic business tool to attract people and enable you to be the employer of choice. Let’s Zoom or even use the phone to talk because together, we are stronger, and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee….  Use the contact button above or visit our web site!

What if this is the Great Opportunity?

The Great Recruitment

Is your organization pushing to get people back in the office?  Has the topic of commuting, public transportation, and shared office space been raised and are you ready to go back to the 9-5 routine you once took for granted?  We have found that we are just as productive remotely and discovered new levels of flexibility that have made a difference in our quality of life so the idea of being pushed back into the cubicle isn’t attractive and leading to many talking about the “Great Resignation”.

It doesn’t have to be this way; in this video I suggest reframing the conversation from one of “resignation” to one of “recruiting” the very same workers to stay with the organization.  Let’s start with conducting a Stay Interview where you seek a deeper understanding of what keeps that person working productively every day. Let’s expand the topic of compensation to be more than salary, include flexible schedules, remote and hybrid work options too. Use professional development to show the person they are valued for the long term. Finally, highlight their work and show how it has meaning, align people to purpose, encourage their passion, and you will see an impact in their performance.

I think we can make this the Great Recruitment that positively impacts retention. If you would like to talk more about using learning as a strategic business tool to impact your team let’s Zoom or even use the phone to talk because together, we are stronger and we don’t need being remote or at a distance to keep us from connecting and engaging – let’s learn and work together!  I’ll bring some coffee…. Use the contact button above or visit our web site!

The Stay Interview

Do you know what drives a person to remain in their work role? What motivates them to look for another job?  Hiring new people is expensive so before they start looking take the time to see what would be interesting enough for them to stay instead. It may be simple or complex and the first step is to create the space for a discussion with the goal of them staying, growing, and helping the organization be prepared for the future.

Stay interviews are 1:1 meeting’s that happen a couple of times a year where you seek a deeper understanding of what keeps that person coming to work every day, what about their role they like and the parts of the job that’s frustrating (and may be something you can fix!).  In this video I explore what you can do to retain your talented people and develop a versatile internal talent pipeline.

Using stay interviews can help you proactively engage your employees and keep them. From upskilling to finding new ways to utilize your talented people stay interview can keep your internal talent pipeline filled and more importantly, it will create opportunities for you to develop deeper connections with your employees. If you would like to talk more about how this model can be used in your organization let’s Zoom or send me an email and keep the conversation going!  I’d enjoy talking with you about how we can partner to strategically develop your team. Use the contact button above or visit our web site!

https://youtu.be/mTHdwMAcZU4