In my client teams they are typically short of staff. Two key reasons: first, as we tighten the business up, the weaker players get exposed and may resign or get moved on and, second, growth creates additional roles. The implication is clear: they need to be good at retaining top performers and attracting new team members.
In practice, this means that they need:
· Clarity around their core values and behaviours so they can readily identify those who belong in their organisation
· A vision and purpose for the business that shows the bigger game they’re playing
· Clarity regarding their core customer and the brand promise they make to them, so they can pick strong players who’ll serve that market
· A compelling employee value proposition that showcases ‘the deal’ in working for the business
· A really solid recruiting, onboarding and performance management process to land and retain top performers
What percentage of your seats are filled with ‘the right people’? If you’re short, which of the bullets above is your main gap? What actions must you take this quarter to attract and retain the talent you need?