October 22, 2015

Top TalentTop Talent……Your Best Your Best Competitive Competitive

WeaponWeapon

What Do We Know About Talent?

There is a Shortage of Skilled Talent It’s a Math Problem / 75M Boomers vs. 45M

Gen X, Ys Demographics are Changing / Different

Values and Motivators Average Tenure for U.S. Workers is 3 Years

(<35 years old)

It’s Harder to Find Good People…

… And They’re More Willing to Leave

What Should You Do?

1. Recruiting top talent – predicting candidate behavior

2. Engagement – setting expectations, recognizing potential, building a strong culture

3. Development – optimizing employee behaviors to maximize performance

4. Retention – retain the best, upgrade the rest

How Does This Apply to You?

1. Recruiting

Hire the Right People• Skills and Experience• Behavioral Traits• Interest and Attitude

Know Who You Need• Talent Assessment• Succession Plan• Strategic Direction, Goals, Objectives

Structure Your Approach• Pre-hire assessments• Defined hiring process (behavior based)• Enforce discipline

Cost of a Bad Hire?Cost of a Bad Hire?

1-to-2 Times Annual Salary

Behavior – key to job fit

2. Engagement

Direction: Chart the Course for Employees

Culture: Create a Working Environment that Drives Engagement

Development: Provide Professional Development Opportunity

Coaching: Coach Employees for High Performance

Gallup Study

Source: Gallup Management Journal, 10/12/06

56%

29%

15%

There is a cost

3. Development

Assessment – Core Behavior, Communication, and 360 (perception)

Identify High Potential Talent – look for hidden talent / potential

Succession Planning – more than the executive level. All leadership positions and key roles / responsibilities

Customized Training Programs – classroom, executive coaching, online e-learning, video based training, reading

4. Retention

No More Golden Handcuffs!! How Do You Get Them to Stay?

Decide / Consensus – What type of company do you want to be?

Select people who fit your culture Leadership must be valued: Integrity, Competence,

Compassion Manage the Business – Lead the People What should you do with the “High Value Jerks”? You’re not going to keep all of them forever – single

digit attrition is good

What About Retention Perks???

Good benefits package Provide flexible schedules Increase employee recognition (awards, cash prizes, company trips) Ask employees what they want and put feedback into action Increase training and learning opportunities Hire additional workers to ease workloads Provide academic reimbursement Carve out specific career paths and promote more Institute a more casual dress code

According to a 2013 study by CareerBuilder with 6000 managers & employees …

Summary

Its not difficult…but requires

PlanningBuy-inConsistencyDiscipline

Thank You for Thank You for Your Time!Your Time!

David LiddellDavid Liddell

603-881-9999603-881-9999

dliddell@skye-solutions.com

Next Webinar:November 17@ 2pmCoaching & Mentoring Your Employees