Over the past twenty years I have been lucky enough to consult for a variety of teams that work with a diverse range of audiences. Whether working with top executives through a system-based approach or working with educational facilities to increase student and staff engagement, we inevitably arrive at the same question: “What makes someone really care about their job?”
It’s a basic and significant question. When someone cares about their job – really cares – problems that might otherwise turn into workplace frustration are tackled with determined curiosity. Instances of indecision and hesitation are replaced with healthy risk-taking. As a leader or part of a team, you understand that you want to attract and keep great employees, partnerships and clients. The employees that stay through the storms are graceful through conflict and fill in the gaps with hard work, flexibility, and perseverance.
So, how do you find these people? In today’s workplace, there are so many daily details to pay attention to that it is easy to get hung up on pushing paper, answering emails and posting on social media platforms. As employers, it is important to keep up with our job demands, but it is just as important to proactively ensure that Mr. or Mrs. Right Employee will stick with us wholeheartedly through the great times and the not-so-easy moments of our profession.
Train-the-Trainer and leadership development is becoming the current workplace trend, probably for good reason. With confidence, I can testify that ongoing education has always been the key for any organization that strives to keep up with change. The fast pace of change in our working world can sometimes lead to confusion, which easily turns into frustration and inefficiency. Here are some tips on finding and keeping reliable team members who will be flexible and effective through the possible ambiguity of transition.
- Stay flexible and open-minded when hiring: the person you are meeting may not be on the same page as you are and that could be the very reason to hire them. Listen, you may discover something new.
- Be a great leader, and illuminate the growth potential in the career. Talented team members want to know they are working under strong leadership and they tend to be forward-thinking. By encouraging creative thinking and modeling a forward-moving career path, you will attract individuals with vision and inspiration.
- Prioritize ongoing training and professional development. Research has shown that high-performing employees most often cite a lack of coaching and support as a primary reason for leaving their employers. The team member you want to grow your organization is also someone that wants to learn and grow within your organization.
- Recognize and reward your team members. Both extrinsic and intrinsic motivation is important. Public recognition and tangible rewards are important. These can be small gestures, like an email of thanks or a gift card. Just as important is that an individual has a sense of belonging, involvement, and purpose within your team. The team member you want on your team will also want to be on your team, so let them know how valuable they are!
1. https://hbr.org/2019/05/recruiting
2.https://www.forbes.com/sites/brentgleeson/2016/10/13/the-top-10-ways-to-attract-and-retain-great-talent/#411dd33d46b5
3.https://articles.bplans.com/5-ways-to-attract-and-retain-talent-in-your-business/
4. https://www.forbes.com/sites/brentgleeson/2016/10/13/the-top-10-ways-to-attract-and-retain-great-talent/#411dd33d46b5
