The Great Resignation
As a trusted advisor in the recruiting industry, part of my role is to introduce you to other experts in their fields. Mary Kutheis works with small business owners who want to add excellent leadership skills to their already developed set of owner skills. With her clients she focuses on efficient time use and prioritization, emotional intelligence and effective communications skills, and building exceptional teams. Visit www.mckcoaching.com to get The Minute Shift, a weekly less-than-60-second-read sharing ideas for small but significant changes to get better results.
Have we heard all the information we care to about The Great Resignation?
It can’t be ignored, but it can be approached in a more positive way. I recently heard it called The Great Reinvention. A decidedly more optimistic viewpoint.
There’s nothing to be gained by being uncertain and nervous about what’s ahead for employee retention and engagement. Wiser to accept the mindset shift about work and proactively do what it takes to attract and retain the right talent for your organization.
Here are five ways to be on the right side of this Reinvention.
- Invest in employees – Much time can be spent figuring out how to keep employees in line. Take some of that time and have conversations to listen to their point of view. Different generations have always valued different things. The more an employee feels dismissed and unheard, the stronger they’ll cling to their views, and you end up as adversaries. Having a conversation doesn’t necessarily mean wholesale changes. It means you care enough about individuals to listen to their opinions, needs and goals for the future.
- Have a desirable culture – Create the culture that will attract and retain the best people for your business. My casual definition for culture is “the way we do things around here.” Every organization has a culture. If it’s not created proactively, there will still be a culture, but perhaps not one you want. People talk. If your company has a great culture, word will spread, and good people will line up to work there.
- Align with your core values – The core values of the company are the foundation of the culture of the organization. Be clear about your core values and share them with your team and your clients. Core values should be at the root of every decision you make, including whom you hire. While employees may not have the same core values personally, they must commit to aligning with the company’s core values. It assures that everyone is pulling in the right direction and you’re doing work that matters with people who matter to you.
- Hire carefully – Be careful about hiring someone just because you like them. You may like them because they’re very much like you. Which isn’t a bad thing but being like you may not make them ideal for the job they’re being hired to do. Gut feel is important but it’s one factor. Not the only factor. Working with a recruiter helps eliminate unhelpful biases and bringing on the ideal candidates from a small pool of good options instead of wading through a giant stack of random resumes generated by an ad.
- Make expectations clear – Be very clear about what doing a job well looks like. If there’s no, or an incomplete job description, how will you know if the job is being done adequately? Without one, what would you point to when asking them to improve their work? How will you know if they are crushing it and have real potential? The job description is the basis for job clarity and optimal performance. Your recruiter can help you craft one as part of the hiring process. What better time to be clear about what the job entails than when you’re hiring for it?
Want to learn more? Let me know and I will put you in touch with Mary.
When you’re ready Recruiting for Growth is here to support your career:
- help you find a stronger position or
- help recruit talent for your team
Need other help? Give me a call or send an email to Lisa@RecruitingForGrowth.com