How Companies Can Better Engage Critical-Skill Talent
Most corporate managers and business owners would agree that a core management challenge is hiring, retaining and fully engaging critical-skill talent.
I liked this article on Forbes referencing the recent study on hiring practices. A key point of that study struck home - and this author reinforced it:
"Rethinking managers’ roles and equipping them to succeed – As the old saying goes, “People leave managers, not companies.” The quality of management makes a huge difference in critical-skill employees’ day-to-day experience. “As the primary point of contact for setting performance expectations, conducting career development discussions, assessing results and communicating pay decisions,” notes the report, “managers are important drivers of employee engagement – negatively or positively.”
The vast majority of managers and executives I've encountered over the last 30 years in my executive search practice, hiring consulting, and speaking before CEOs and Senior Executives is that:
"Your Managers and Executives Have NO IDEA what they are doing when it comes to best practices around finding, hiring, on-boarding, and retaining talented employees."
The reason they have no idea is that you've never invested in training, coaching, development, learning around the "how-to" of best practices in the most important areas you hold managers and executives accountable:
HIRING AND RETAINING GREAT EMPLOYEES
The question I have is: When are you going to start giving your managers and executives the tools, training, education, skill development it takes to hire and retain great employees?
Are you willing to allow the future success of your business to be based on luck and hope around hiring and retention - or should there be a systematic approach for you to create a competitive strategic advantage through your employees?
Master of Hiring Accuracy
Doctor of Hiring Failure and Pain
Prognosticator of Radical Hiring Improvement