Retain Top Talent

The problem I see is not an overstatement of the job or hype - it's the opposite. Most companies market their jobs with job descriptions describing the work in boring, mundane, repetitive terms which are basically convey you as an employee will have any value -and you will not matter significant to your boss, team, customers, or organization. Obviously, your job ad/marketing statement must align with the real role. However, most job descriptions are not compelling. They are a disgusting, revolting, repulsive, and repugnant tool to atttract top talent = great employees.

Why would I raise my hand unless I'm desperate for a job. You must describe work in more compelling terms by addressing what would employees at that level want from a new job - is it being challenged, is it job security, is it working with a great team of people?

Some interesting research out of Glassdoor on employee satisfaction during the Corona Virus Crisis and the overall job market trends.

What's my takeaway from this report:

1. We need to do a better job of boosting remote worker engagement to stimulate higher levels of productivity.

2. Now might be a great time to upgrade some of your staff members with better talent at a more affordable rate.

The author identifies such basic elements of personal growth, impact, and learning that allow you to retain top performers. How basic can you get? Simple Maslow Hierarchy of Needs elements. Yet, most organizations fail miserably to engage their best performers. Over time, literally like a brain drain, these folks leave for greener pastures.

Your best performers are your Pareto Group - where you get 80 percent of your results from the top 20 percent. This is the group we should be nurturing, hand-holding, encouragin, and challenging. Yet, in most companies the vast manjority of leaders feel that since these folks are the most independent, self-starters, and self-motivated - they don't need pats on the back and emotional support. WRONG!

When this group starts to trickle out the door, you're in real trouble. What specific plans/initiatives do you have in place to keep these folks from considering "is the grass greener somewhere else?"