Attracting and Retaining Talent

By JR Gondeck and Vanessa N. Martinez
retaining talent

Did the great resignation impact your business? If you’re struggling to find and retain new talent, you’re not alone. Perhaps the question you should be asking yourself is, have we made improvements as a business to attract talent and have we been able to pivot and grow from this experience?

The new normal was an adjustment for some, but many individuals have adjusted to their new schedules and routines. Employees want to work for companies that can meet their needs, allow them to grow professionally, and be somewhere they feel comfortable and seen. While these requests don’t sound out of the ordinary or extravagant, many companies are struggling to adjust. There are three steps you can take to start making your company a more appealing workplace for new and current employees:

HOW TO ATTRACT AND RETAIN TALENT:

  1. Create an inclusive environment
    • Start by creating a welcoming environment where all employees feel comfortable speaking up and feel heard. Embrace different perspectives and backgrounds; be open to receiving feedback. Foster collaboration among diverse staff, ask questions of all team members, and facilitate constructive debates.
  1. Mentor, Mentor, Mentor
    • Your team members want to know they are on track and want to feel validated. They don’t just want to hear from you once a year to discuss their performance throughout the year. When an employee completes a task, make sure to debrief and walk through their strengths and areas of improvement. If they are on a development plan, schedule some mentoring time where they are free to ask questions and check in periodically.
  1. Flexibility
    • As we previously mentioned, individuals have adapted to their new routines and schedules. If possible, offer a hybrid work-from-home model where they only have to come in a few days a week or pivot to a complete remote model. Employees want options and flexibility.

THE LEARNING NEVER STOPS

Retaining talent is even more imperative than acquiring new talent. In many cases, existing talent has already had considerable resources poured into them and the cost of acquiring new talent does not compare.

  1. Learning Programs

The perks of this are two-fold. It allows the employee to gain new skills and advance their career—the business benefits by fostering a culture of growth and education. This doesn’t have to be a complicated process, here are a few things you can do to get started:

  • Lunch and Learn: Create a list of topics, this can range from industry-related topics. Send a survey to the team and ask what topics they want to learn. It can be business management, marketing, client interaction skills. Set aside one day a month to go over these topics as a team.
  • Open Door policy: Set some one-on-one time with individuals who want to dive deep into specific topics with or have additional questions.

While these steps will get you on track to onboarding talented individuals, retaining talent is another challenge. Soliciting feedback from your current team is a great way to gather information. What do they like about working at your company and where can you improve? Creating an anonymous survey will allow for honesty and transparency in their answers. Analyze the results and make improvements along the way.