Retain Top Talent
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Retain Top Talent
Hiring top talent is only the start. Now you have to work hard to keep your very best talent. Most companies stink at structured and systematic retention of their top performers. Discover how to prevent turnover and keep your best people.
Curated by Barry Deutsch
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Inspiring Purpose | Connect to Company Purpose

Inspiring Purpose | Connect to Company Purpose | Retain Top Talent | Scoop.it
When employees experience something that communicates, reminds them of, and connects them to your purpose, they’ll be inspired to help you fulfill it.
Barry Deutsch's insight:

One of my big hot buttons is helping employees understand how they matter to what the organization is attempting to achieve. One of the key elements around matterness is the idea of purpose and whether it motivates employees. Let's start at a very basic level - do you have a purpose for your organization? Have you answered the "WHY" question?

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Helping Remote Employees Understand the "Why" Behind the Work

Helping Remote Employees Understand the "Why" Behind the Work | Retain Top Talent | Scoop.it
An important principle for employee engagement is that employees need to understand the “why” behind the work.  What is the mission, vision and values that drive the initiatives employees are being asked to put their effort toward?
Barry Deutsch's insight:

One of the key elements I talk about in the workshop I do for Vistage Groups on how to improve employee engagement (productivity) is the idea of matterness - does anyone care that I am here - am I adding value to what we are doing?

 

This affects communication around purpose, mission, and values. It's about the execution on driving clarity about job expectations, or having a structured approach to employee recognition. This article does a good job laying out these ideas and reinforcing the "why" I am here and "why" I do what I do.

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Your Purpose Is At Risk Of Being Pointless

Your Purpose Is At Risk Of Being Pointless | Retain Top Talent | Scoop.it
Your purpose is at risk of being pointless if you don’t use a single overarching purpose, ensure stakeholders buy into it, implement strategies for operationalizing it....
Barry Deutsch's insight:

Most of my clients consider the issue of defining their purpose to be too touchy-feely, uncomfortable, not worth the time to work on, or disconnected from doing business. As the other indicates there are a variety of well-known publications and authors articulating the need to define purpose.

 

Here's a quote from the article:

 

"In a recent McKinsey survey, 82% of U.S. workers said that it’s important for companies to have a purpose, but only 42% reported that their company’s stated purpose had real impact."

 

Here's my perspective on purpose - without a purpose that employees can get behind, it's hard for individual employees to determine whether they matter in the achievement of your purpose - and whether they want to be aligned with it. When there is a lack of purpose, or a misalignment then employees drop down the engagement pyramid / Maslow's Hierarchy of Needs - and they they give you rock-bottom, minimal levels of productivity they think you'll tolerate without firing them.

 

Shame on many companies for not having a purpose and allowing employees to feel like they matter - and accepting sub-par levels of productivity.

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