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On an international flight from China, the captain’s voice woke us: “Will the doctors on board please press their call buttons.” Continue reading » »
Down came the rains recently and literally washed my office out. While I was moving furniture and pulling up bad carpet, I used the opportunity to purge years of magazines and conference proceedings. In the process, I was given a damp reminder that what’s old soon becomes new again. 15 or 20 years ago, the conferences focused heavily on recruitment and retention. Special sessions were devoted to behavioral interviewing and aligning recruiting and staffing with the strategic corporate agenda. Interestingly, today the same topics seem to be of top concern again. What goes around comes around. As I contemplated my water problem and wondered why I hadn’t done anything to prevent it, I also wondered why organizations are still grappling with recruitment and retention a couple decades later.
But those are the companies that are going to be in real trouble in the future. Because when the tide turns, those organizations that haven’t focused on retaining their best talent are going to be stuck on the rocks. Meanwhile, the smart company that thought long-term about future leadership needs will be in full sail, putting distance between itself and the rest of the pack. Think about it this way. Jack Welch, CEO of GE, said, you don’t go looking for bargains when the market is at its peak. You make your best strategic acquisitions when times are tough because prices are low and everyone else is too scared to be bold. Even Google is worried about losing talent, despite perceptions that this economy is an employer’s market. Naturally, they’ve developed an algorithm.
We’ve been listening to HR leaders and managers all over the country talking about their workforce challenges. Here’s another one:
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Do you know how your values shape your performance? Do you know your values in a way that you can access them to help you reengage and be at your best? In this story my client gave me permission to share, you’ll hear how his values and his commitment to honor his word guided him. Here’s his story…
It’s the return of the crisis in recruitment and retention.
For many companies, it’s time to retrench, cut back, slim down and duck for cover until the storm blows over and it’s safe to start thinking about hiring again.
Are you laying off talent, trying to hire for specific positions or hoping to just hang on to your best people during all the uncertainty? Or are you doing all three at once?
