The latest news and advice from our recruitment experts.
it is easy to become complacent when you have recruited some top performers. But your job doesn't end there. Retaining and developing your best asset - people - should be a top priority
For any organisation to be successful you need a sound working environment; one that benefits staff, productivity and of course, the overall scope of your businesses future. In any business, the key to success is its people. Putting your employees in the right state of mind, having them work alongside the right people, is a crucial part to your team as a whole.
“Making a living is no longer enough,” writes management guru Peter Drucker. “Work also has to make a life.” If you want to keep good people, their work needs to provide them with meaning – a sense they are doing something important, that they are fulfilling their destiny, these psychological needs can often outweigh the salary that you pay them.
To keep your best people then you need to make sure they are personally committed to achieving these goals in your organisation, and more importantly that these goals are worth being achieved.
A top priority for any employer should be promoting and creating the opportunity for personal development for their employees within the workplace. Pushing your employees to grow and improve their skill set will not only benefit them long-term, but improve the work they are doing for your business.
It is productive for the Organisation to provide the necessary tools and training to address weaknesses and allows you to strengthen skills and improve the team performance as a whole.
Opportunities for employee growth and development include:
The results are well worth the investment stemming from employee well-being right through to reduced staff/employee turnover. Executing this will help employees expand their knowledge, skills and abilities, and apply these new found capabilities to future situations.
Employee engagement measures the level of commitment that an employee has to an organisation's goal and vision; a common belief structure working towards a collective intent.
A common mistake as a leader in any organisation is the absence of regular feedback from their employees – a crucial element when creating the right environment for productivity. Get your employees opinions on how they believe their experience should be improved, make your employees vision matter as they are part of the bigger picture.
With vast differences between the generations and their working styles, the challenge is to work with, understand and adapt individuals working styles, consider generational values, find a common goal, determine a ‘generational fix’ and share perceptions.
Remember that each generation has been influenced by major historical events, social trends, and cultural phenomena of its time. This dogma shapes expectations and perceptions in the workplace and how employees should behave.
If your Boomer is frustrated with Gen Y’s the lack of experience then this is a perfect opportunity to turn the boomer into a mentor.
Where to from here Employers?
Research shows that the most engaging leaders in an organisation have had early stretch experiences that shaped them and have deeply-held beliefs about what it take to become a good leader in an organisation. Therefore, be effective and definitely don’t get complacent in your approach. Ensure that you communicate with your employees, address roadblocks, and keep your staff enthusiastic, motivated and hungry for the future of the company.