Is the Search for Good Talent Our Next Frontier?

53 % of employees these days are unhappy at work. 

Only 15 % of employees say they are engaged in their jobs. 

88 % say they would consider changing jobs. 

So, given this disturbing recent research, it’s not surprising that companies today struggle with retaining and, more importantly, attracting good talent (employees), especially now as the economy starts to open back up.  

So, what’s your company’s strategy for dealing with the talent conundrum? What programs do you have in place to be successful at retaining and attracting talent? Do you have programs to help understand how your talent feels about your organization? 

Microsoft, Southwest Airlines, Wells Fargo and payroll company ADP are among the companies with the happiest employees according to the latest research. So too are tech companies Google and LinkedIn. 

And you better bet these organizations work hard at retaining and attracting talent – they seem to be on this list year in and year out! They gotta be doing something right, huh? 

Turns out, say talent business researchers, that a relatively small group of company attributes make for happier employees.  

So, for example, 77% of talent said recently that a “strong company culture” allows them to do their best work. Another 70% say they would change companies if that company offered them “flexible scheduling” in a new job. Finally, research also found that companies with a “strong learning culture” tended to have a 30 to 50% higher employee retention rate than companies that lacked such a designation. 

And so I ask you: do you consider your organization to have a strong culture? How about flexibility in job scheduling, is that your company? Is there an apparent learning 
culture where you work? 

I’m willing to bet that those happiest-places-to-work organizations we mentioned earlier like Southwest Airlines, Microsoft and ADP all have the above characteristics in spades, don’t you think? Further, I also figure that they commit resources and people to making that happen, right? 

So, what are some actions you can take right now that are good lessons from the pros we talk about earlier?  

Here are some Business Tips for you: 

Business Tip # 1. If you don’t already, conduct a “Talent Engagement Audit” and I guarantee you’ll get a first-hand unvarnished look at how your employees feel about you and your company. Honest. And be prepared to her some uncomfortable comments. 

Tip # 2. Get serious about defining and honing your “Culture”, whatever that is. As I go into detail in my earlier book, Seller’s Edge, there are always going to be a half dozen or so “cultures” (how we work, who we are) that all companies fall into today. One good way to find out what exactly that culture is, is to ask your employees and your customers – they'll know, I promise you. 

So develop a formal “Talent Engagement Plan” to stay up with this. 

Hey, I know you can do it! 

Until we chat next time. 

Ciao.