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Lock in and Engage Top Talent
In good times and bad, organizations have learned about the impact of thinking that employees are dispensable. Such thought is particularly unwise as the economy improves after a downturn.
During the past few years, companies have lopped off employees in the hundreds of thousands for reasons of economic survival. The staff gaps that resulted are now being felt as those same companies are faced with competition both for business and the top talent they still possess.
Slowly, we are seeing a shift from a buyer’s to a seller’s labor market. There may be a high unemployment problem but HR executives are still complaining about a significant skill gap, that is, a difference in proficiency between the majority of individuals in the market for jobs and those that companies want in their labor force.
Rather than having just a replacement mentality, human resources needs a more strategic approach to the situation—one that finds answers to the coming high turnover. They need a solution that also addresses the bad reputation that the recession has wrought on many companies and that identifies cultural changes that will attract new employees.
Evidence has shown a high correlation between employee job satisfaction and engagement and employee retention and recruitment.
Here are some strategies to engage and retain top talent:
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About the Author
Florence Stone is editorial director for AMA and editor of MWorld, AMA’s quarterly membership journal. She is the author of Coaching, Counseling & Mentoring
, The Manager’s Question and Answer Book
and The Essential New Manager’s Kit
.
To learn more about the American Management Association, click here.
Doug Moran has more than twenty-five years of leadership experience in a variety of industries. Doug is the author of the forthcoming book, 
Frank McIntosh is author of 
(Course Technology PTR, Cengage Learning 2010). During his 36 year career, Frank has worked with many of the most recognized companies and executives in the world. He has provided consulting services for peers across the country and helped initiate Junior Achievement programs in Ireland, the Ivory Coast, Oman, the United Arab Emirates, Bahrain, and Uzbekistan. Frank was inducted into the Delaware Business Leaders Hall of Fame in October 2008, one of 38 individuals so honored and the first not-for-profit executive to receive this distinction in Delaware’s 300 year business history. To read Frank’s complete biography, 
StrategyDriven Leadership Conversations focus on the values and behaviors characteristic of highly effective leaders. Complimenting the StrategyDriven Management & Leadership articles, these conversations examine the real world challenges managers face every day that are not easily solved with a new or redesigned process and instead demand the application of soft leadership skills to achieve a positive outcome.
Complimenting the outstanding insights Robert shares in this edition of the StrategyDriven Leadership Conversation podcast are those he shared in a two-part series on Agile Balance:
Robert Thompson, author of 
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