Columnist Kate Marshall, Coach, Speaker, Author, Facilitator
The Talent War “It’s a talent war.” This is one of the most pressing problems my clients have been voicing more frequently and it is beginning to really hurt. This challenge is mostly caused by four factors. 1. The changes in working practices due to Covid and the added challenge of losing many EU workers due to Brexit changes are really biting. 2. Companies trying to navigate the hybrid or flexi work-from-home policies to find the right way forward that works for both the business and the employee and it is challenging. 3. Rapidly rising salary costs. We are hearing stories of 20% plus pay increases just to remain competitive. 4. Post-pandemic life choices. There is no doubt people have reassessed the lifestyle they now want and some have decided that their former ways of working are not something they want to go back to. So, we have very challenging issues, lack of availability of people, creating flexible working that works for employer and employees and retaining staff while keeping some perspective on the salary expectations. In today’s world, how do you create an organisation that not only attracts talent but retains it. Creating a culture that they don’t want to leave and providing them with the opportunity to grow and be well rewarded is still the number one solution. However, I have come to the conclusion, sadly, that there is no foolproof system or strategy to retain 100% of your talent. If you invest in developing them and they deliver great results for you, you can be sure they will be approached by other employers who want what you have – talent!
There is just no way to plan or protect against the ridiculous offers some employers are willing to pay to get your best people. For the first time in my memory, many employers are asking more often “what would it take to keep you here?” As always, I advise focusing on “controlling the controllables”. 1. It starts with having a people and talent strategy in your organisation that is fully supported and resourced. This means a dedicated person whose job it is to ensure you are proactive and ahead of the game in respect of bringing people into the business to allow you to achieve your strategic plan. It is a fact today that you will lose people, so are you proactively recruiting? Looking beyond the immediate need to planning and resourcing for where the business is going – not where it is currently at. 2. Create a high-performance culture – from onboarding new recruits with a fully inclusive induction programme, ensuring clarity of role and the expectations of the person in the role, through to creating a growth plan for each person. Offering a clear road map for how they will develop in the role and possible opportunities within the organisation. Regular feedback is essential with an appropriate mix of coaching and training to help build skill, capability and confidence. 3. Create a flexible and creative working environment that allows for the opportunity to work from home when appropriate, and enables the positives of belonging and collaboration and teamwork. Working from home either part week or full week is not practical for many organisations and this option can have positive and negative consequences
26
for staff too. While employees may save time and money on travel costs, the cost of heating the home with rising gas and electricity prices will be greater. Many don’t have a purpose-built office at home. Your spare bedroom, hall or kitchen has become your new office and can this be impractical as a workspace. And remember, it’s the employer’s responsibility to ensure a safe working environment whether at the office or at home. So when they are in the office make it worth it. Make the workspace feel and look more appealing, a place to collaborate rather than a desk to sit at. Ensure inperson meetings are different to online – more creativity, challenge or fun! (Don’t have them thinking we could do this on Zoom!) 4. We also need to look at how to create a sense of belonging and remove the level of disconnect or “professional loneliness”. We are created for community and relationship. Working 100% at home is a lonely place and we know the statistics regarding the impact of isolation on mental health. An office environment offers the opportunity for deep connection, fun and an exchange of energy as teams bond and share knowledge. Capitalise on the synergies that enable greater productivity and work to build healthy working relationships and friendships to develop high engagement. In controlling the controllables to attract and retain talent, call on the wisdom of Dan Pink. Create a level of Autonomy, develop your people to create Mastery and help them discover their Purpose. There is no guarantee you will retain your staff or win the war for talent, but with the above strategies at least you have a greater chance.
