Are you a manager, owner, executive, or in Human Resources? Have you ever asked the simple question, “Is our company attractive?”
It’s a question that is not always answered honestly. Most people become engrossed in their job, or if you are at a high-level, you might live and breathe your company vision. Yet, what about the rest of your employees?
Do they share the same passion?
Shannon Talent is more than a recruiting firm. We also help organizations grow and retain the best talent. This is only possible if your company is attractive.
What Does the Market Say?
Interesting statistics reinforce the idea that employees are looking for employers with attractive brands.
“69% would not take a job with a company that had a bad reputation, even if they were unemployed! (Corporate Responsibility Magazine / Allegis Group Services Study, August 2012)”
“84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation. And most in $75-100K salary range would only require a 1-10% salary increase to consider such a move (Corporate Responsibility Magazine / Allegis Group Services Study, August 2012)”
Clearly the majority of talented employees are looking for a company with a great reputation. In a word where managers lament loyalty, sometimes they need to look at their own practices to see if they are doing what it takes to attract and retain top talent.
You might be asking, “how does my company improve our ability to attain and keep the best employees?” The answers are simple in theory yet difficult to execute.
Leadership and Trust
Employees are looking for strong leaders, it is in our nature. There is a correlation between engaged employees and leadership as “79% of highly engaged employees have trust in their leaders (Towers Watson).” The central component is that leaders must install confidence which results in an engaged workforce that trusts.
Trust is one of those things that must be earned in life. We are remember a time in childhood where someone either instantly gained or lost our trust. To gain the trust of employees some steps to take are:
Be honest about finances: let your employees know how the company
Provide roadmaps to promotions: if employees don’t see career progression they will likely leave
Speak with employees: it is always fascinating when managers and executives do not have a presence with their employees and then wonder why they are not trusted
As stated above, the steps are simple in theory yet difficult in execution. Being honest about finances means taking the time to share balance sheets, income statements, year-to-year growth, and more. Many times, employees will need to be trained on how to read financial documents, yet the training will create an environment of trust. Roadmaps to promotions should be created by Human Resources and distributed through honest performance reviews. People value honesty and will easily recognize deception which destroys trust. Take time for conversations to walk people through how they can be promoted and what they need to do. This will develop a reciprocal relationship of trust and accountability.
Simply taking to employees sounds easy yet can be difficult. Many leaders are constantly busy with meetings, travel, emails, and more. However, most employees are unaware of all the responsibilities and simply want recognition. Take time out of each week to walk the halls and speak with employees. Doing so will build an atmosphere of trust and engagement.
Attractive companies are not built overnight. It takes time and a deliberate attention to creating a business that is desirable.
Contact us when you are ready to take you company to a higher level through executive coaching, leadership development, and cultural improvement.