Do These 4 Things to Attract, Retain, and Keep Top Talent
Given today’s culture where everyone is running to the next big, new, bright, and shiny thing, how do you retain and attract top talent? At the inaugural Neustar Connect Marketing Forum, we had the opportunity to listen to a panel moderated by Bruce Brown from Daversa Partners tell us what The Future of Talent looks like. Here are four essential elements that session panelists say make their organizations successful when it comes to recruiting, and keeping, top talent:
1. Have a Vision and a Plan
Tim Castree, Global CEO of MEC looks for candidates who are “very focused on contribution and impact” when recruiting for top talent. They must have a clear vision about what they believe it will take to make themselves and your company successful, and know how they will measure their results. Every person on your team should have a positive impact on your bottom line for your organization to stay highly aligned. It’s all about results, results, results.
2. Believe in Your Brand’s ‘Story’
Carla Hassan, Executive VP, Global CMO, Toys “R” Us said that it’s all about having employees who believe in your company, its leadership, and the story they are trying to tell. This belief is not only key for your current team, but also part of the appeal for new talent you want to attract.
“If you tell the right story of what you are trying to do to transform the business and transform the brand, I found that people are less interested in what’s the next big technology thing and more interested in ‘Do I believe your story and can I make an impact and can I make a change?’”
3. Build Strong Relationships, at Every Level
It’s all about having the trust of all of your employees, regardless of their title, for Kyle Wong, CEO and Co-Founder of Pixlee. Pixlee recommends managers do what he calls the “Skip Meeting,” literally skipping your direct reports and speaking with employees who are two to three levels below you. This, he believes, is where you get the real story about what’s happening on the job and how they feel about it. By the time issues get to the top, Pixlee said, the details can get stripped down and sanitized. When people quit, it’s typically less about the job itself and more about breaking from a poor manager relationships.
4. No “Assholes” Allowed
All the panelists agreed on this last point: Check the ego at the door and be adaptable. Work well with others. It’s essential to keep a finger on the pulse of inter-departmental teams: Is everyone adaptable and nimble? Do senior team members let themselves learn from their more junior, possibly younger, colleagues? Do they listen? Appealing business cultures require everyone on every team to be respectful and open.
The talent is out there for those companies committed to finding it. Take a deep look inside your organization to see if your company is successfully recruiting and keeping top talent. If not, these top business leaders have given you some excellent ideas about what to do to make it happen.