It has become a constant topic of any meeting and discussion with business owners. The huge headache business owners have in retaining employees and finding new ones. It seems a discussion on a never ending loop as it keeps being repeated, day in, day out.

On one hand, businesses have to up their ante, to attract and most of all retain their best talent. The below, are what I consider to be the 5 foundational elements that each business needs to sharpen its pencils on.

1. Balance technical knowledge with attitude and interpersonal skills: People who bring together both good technical knowledge and good interpersonal skills are what I consider as Stars. However, Stars are rare. People with good technical skills are also rare. However I invite businesses to give further consideration to people that score highly on interpersonal skills, even if they are weaker on technical skills. These persons are likely the ones that are willing and motivated to learn quickly. After all technical skills can be learnt rather quickly. Whilst, motivation and drive, for instance, are very difficult to teach.
2. Invest time and energy to deliver a good Employee Experience: Finding good people is hard. So all that effort cannot just be wasted. Businesses need to build a connection with their employees based on their culture, values and leadership. I see many businesses which for example, neglect having a proper onboarding process. This means that businesses are not always putting their best foot forward while new employees get to know the routine, atmosphere, environment, technology and people they’ll work with on a daily basis. An onboarding experience that increases the retention of top talent must be designed with inclusion at its core. It should also enable new employees to provide insights and perspectives and share their views. This helps them feel accepted and included, like a true member of the team.
3. Reskill and Upskill Top Talent: Training is not an optional extra anymore. Reskilling and upskilling are two crucial ways to improve the employee experience. On one hand, reskilling is a learning initiative that teaches employees new skills that prepares them to move to a different job within the business. Upskilling, on the other hand, improves an employee’s current skillset and adds to their capabilities and knowledge. Typically, companies will upskill employees to prepare them for greater responsibilities in more senior roles. By fostering a culture of ongoing learning in the workplace, companies are able to demonstrate that they care about their employees as individuals and recognise the value they add to the business. On the other hand, employees are able to see a path for career progress within the company. Along with giving employees a greater sense of self-worth and accomplishment, reskilling and upskilling help build a more unified culture of learning.
4. Provide a Flexible Workplace: Just like training, work flexibility is not an optional extra. Various research studies keep showing that wanting more flexibility to work remotely is a reason for employees to find a new employer. However offering the flexibility to work from anywhere, however, isn’t just a matter of saying so. Companies must ensure that their processes, communications and overall culture are inclusive of any and all employees, regardless of whether they work mostly from home or the office, including providing the same opportunities for advancement within the company. Initial research studies are already showing that there is a preference for career advancement towards office based employees.
5. Work on your overriding work culture: Company culture plays a large role in the employee experience. Once a wise man taught me something I will never forget. He told me, a war is never lost by foot soldiers, but by the generals leading armies. A poor or toxic culture typically comes from the top down. The pandemic cast a hard light on some corporate cultures; while some leaders stuck to their promises, placing the health and safety of employees and customers first, others laid off employees and micromanaged or burdened those left behind. The toxic atmosphere of these workplaces has caused many employees to experience depression, decreased productivity, declined engagement, feelings of being unimportant and unrecognised, to the point of having no choice but to leave their employer.

In today’s tight labour market, companies must pull up their socks, when it comes to hiring and retaining top talent. Grumbling on how difficult it has become to find and retain good employees, will not help your business in any way.

All of the above will be dealt in great detail during my next upcoming Workshop entitled Navigating Workforce Management in a Constricted Labour Market. Click HERE to read about this workshop and to REGISTER.