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Adopt Eight Resolutions to Engage Employees in 2010
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Greensboro, N.C. ― Dec. 1
Despite near-record unemployment, 2010 will greet employers with a host of challenges in terms of recruiting, retaining and motivating top talent.
“Despite the global recession and rapidly rising unemployment levels, research shows that employers are already facing a scarcity of skilled talent, with executives worldwide predicting an increase in voluntary turnover at their companies,” cautions Joyce Gioia, a workforce futurist and CEO of Employers of Choice Inc. “To stop the unprecedented churning that is coming, companies need to resolve to take proactive steps now to ensure they have the talent they need to compete.”
As a recent issue of the “Herman Trend Alert” pointed out, the 2009 Employment Dynamics and Growth Expectations (EDGE) Report reveals some insights into the current hiring environment:
• Nearly half (47 percent) of managers surveyed cited “a shortage of qualified applicants” as their top hiring challenge, with their time to fill a vacancy averaging 4.5 to 14.4 weeks.
• 55 percent of employees plan to change “jobs, careers or industries” when the economy recovers.
“Wise employers will heed this warning and take steps now to engage their valued employees and avoid this unwanted turnover,” Gioia said. Here are eight resolutions leaders can make for 2010:
1. Resolve to train all leaders before moving them into supervisory positions; doing so will cut employee turnover and increase engagement substantially.
2. Commit to investing 5 to 10 percent of gross receipts on training ― a major driver of retention. Staff will appreciate it and so will customers.
3. Invest time and effort in crafting an excellent on-boarding program for new recruits — one that starts with their first contact with the firm and ends at least at the end of the first year of employment.
4. Decide to begin now to provide a reorientation and on-boarding for all long-term employees. Think about how much has changed in the past 10 years. Create a special reorientation for long-tenured people.
5. Smash the silos that reinforce fear and hostility in the organization by creating a culture of caring inclusion and mutual support. Replace an outdated authoritarian culture with one in which people know they matter.
6. Commit to becoming green and promoting good corporate citizenship throughout the community and industry. Be the leader in the industry that other organizations seek to follow. People want to work with companies that make a difference for the environment and the community.
7. Capitalize on the bonus that truly embracing diversity can provide. Understand that there are many types of diversity besides cultural and religious differences. Realize that every employee brings a unique set of gifts; the talent manager’s mission is to find them and encourage people to express themselves.
8. Make the decision to develop and implement an effective employee suggestion program that rewards people for putting forth their best ideas.
For more info: http://www.employerofchoice.com
Executive Search
ESI International Director, eContent Strategy
01/14/2010
The Director, eContent Strategy is responsible for providing ESI’s executive team with strategic-level direction to implement alternative blended learning delivery formats to our worldwide client base.
Senior Manager, Global Learning & Talent Development
11/19/2009
Deloitte Touche Tohmatsu (DTT) is an organization of member firms devoted to excellence in providing professional services and advice. We are focused on client service through a global strategy executed locally in nearly 150 countries.
Director, Leadership & Organizational Development Parkland Health & Hospital System
10/26/2009
Parkland Health & Hospital System (www.parklandhospital.com) located in Dallas, Texas has been voted one of "America's Best Hospitals" by U.S. News & World Report for 16 consecutive years and recently named one of the "Top 100 Hospitals to Work For" by Nursing Professionals Magazine.
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