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StrategyDriven Talent Management Article

How To Attract Top Talent To Your Business

StrategyDriven Talent Management ArticleIf you want to be successful in the long-term, then you’re going to have to hire a team of people who are skilled and committed to helping you grow your business. You’re not going to get far if you’re closed-minded and behind the curve when it comes to technology and treating your employees fairly.

Be glad to know there are specific ways for how you can attract top talent to your business and help guarantee a bright future for your operation. You’ll thank yourself down the road when you have a strong team of people behind you who know what they’re doing and are loyal to your company.

Show that You’re Innovative & Cutting Edge

Employees want to work for a company that’s ahead of the game when it comes to technology and innovation. They’re looking to join businesses that are willing to take calculated risks and try new approaches. Attract top talent to your business by showing that you’re on the cutting edge of some interesting and intriguing projects. Prove to potential candidates that you’re problem solvers and aren’t people who take no for an answer.

Be Accepting of Everyone

You’ll be able to build a more stable and diverse workforce when you’re accepting of everyone, no matter their race, disability or gender. Investing in Custom Braille Stickers is a great example for how you can show that you’re a business that doesn’t discriminate. Your goal should always be to keep an open mind and hire the right person for the particular position you’re trying to fill.

Offer an Attractive Compensation & Benefits Package

You’ll attract top talent to your business when you prove that you’re willing to go the extra mile and invest in your employees. You can do this by offering attractive compensation and benefits packages to anyone who you bring onboard at your company. Cutting corners will get you into hot water, and eventually, you’ll start to lose your most skilled workers, and people won’t be interested in even interviewing with your business.

Promote Work-Life Balance

These days’ people seeking an available position are not only interested in learning more about the specific job duties, but also the company culture. Promoting an environment of work-life balance will help you catch the attention of talented workers who are looking to have a family life in addition to giving it their all in their career. Be prepared to provide examples of how you offer flexibility at your workplace during interviews and let it be a selling point for why someone would want to work for you.

Conclusion

You’ll find you’re able to grow a stable and thriving business when you have the right staff on your side. Use these tips to help you attract top talent to your business so you can continue to move forward and achieve your goals. Start the process by taking a look around and seeing where the gaps exist and then work hard to find people who are a good fit for each specific job opening.

StrategyDriven Organizational Accountability Article

Organizational Accountability – Evaluating Organizational Culture, part 3

StrategyDriven Organizational Accountability ArticleWhen evaluating an organization's culture, it is important to understand that variations likely exist vertically among personnel levels and horizontally across divisions, departments, and workgroups. Consequently, it's important to establish the degree of alignment between the various organizational levels and business units to the cultural characteristics being evaluated in order to fully understand the cultural adaptation and adherence within the organization.


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StrategyDriven Organizational Accountability Article

Organizational Accountability – Evaluating Organizational Culture, part 2

StrategyDriven Organizational Accountability ArticleAn organization’s culture - its commonly shared values and beliefs - is both highly complex and interrelated. As such, no one cultural artifact should be used in isolation to describe an organization’s culture and each artifact contributes differently to the painting of the overall culture picture.


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StrategyDriven Management Observation Program Best Practice Article

Management Observation Program Best Practice 16 – Don’t Tolerate Substandard Observations

StrategyDriven Management Observation Program Best Practice ArticlePeople, processes, and technologies are not perfect. And if they were, you’d still have something to write about.


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About the Author

Nathan Ives, StrategyDriven Principal is a StrategyDriven Principal and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.

Marlene Chism

Take the Fear Out of Accountability

The word accountability elicits a threat response from most employees, who interpret the word ‘accountability’ to be synonymous with punishment. Let’s face it, any time there’s a disaster, mistake, or misfortune on the news, the first thing out of the mouth of the officials is, “Who is to be held accountable?” The tone is always one of shame and blame and fingers always start to point before facts are given. Employees at any level of the hierarchy will avoid the pain of blame and punishment if the culture is one which people fear accountability instead of seek accountability to get the intended results.

You can’t blame them, really, for having this kind of visceral recoil from the word, if that’s all it means to them.

But, I believe that that it’s possible to take the fear out of accountability so that your people actually crave accountability rather than cringe when they hear the word.

Here are three ways to go about doing that:


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About the Author

Marlene ChismMarlene Chism is a consultant, international speaker, and the author of two books: No-Drama Leadership: How Enlightened Leaders Transform Culture in the Workplace (Bibliomotion 2015) and Stop Workplace Drama (Wiley 2011). Marlene’s passion is developing wise leaders and helping people discover, develop, and deliver their gifts to the world.