by Kathleen Quinn Votaw | Dec 11, 2017
A-players want adequate compensation, but most people are surprised to learn that high salaries are not even in the top five things they want from their employer. In fact, it’s not necessarily “things” like beer, foosball games, or dollar bills that people want at all. It’s what those things represent—which is a great culture. Great cultures are flexible, fun, and transparent. They’re respectful, fair, trusting, and innovative. They have a purpose or mission, and it just feels good to be part of them. Your culture, whether great or not so great, is directly reflected in your bottom line.
by Kathleen Quinn Votaw | Oct 11, 2017
For the first time ever, there are at least four generations working together in the workplace, and of course there are differences. If you grew up in the 1950s, today is like a different planet in every way from culture to technology; and how well would a 20-something function in a world without mobile phones? We need to overcome our biases, whether against Millennials or Boomers, and welcome and value the differences in life experience and perspective. Innovation and personal growth are the outcomes of open minds.
by Kathleen Quinn Votaw | Sep 11, 2017
Productivity, morale, customer service, and retention levels rise with increasing employee engagement. Far from a trendy buzzword, engagement is a crucial business strategy that saves money and generates revenue throughout your business. Tools like surveys and assessments help you measure levels of engagement, which can then inform your training and development programs and indicate where you need to make changes in policies and procedures. High levels of engagement reflect an ownership mentality in employees that can take your business to new heights.
by Kathleen Quinn Votaw | Aug 11, 2017
Three out of four employees are either actively looking for a new job or open to moving if they’re approached—yes even your employees! This means that you cannot focus all of your efforts on finding new employees. You must also put significant effort into retaining the employees you’ve already invested in so carefully. Frequent and varied employee communication, an active feedback loop, and both formal and informal recognition are critical to building trust and honesty—and increasing retention.
by Kathleen Quinn Votaw | Jul 11, 2017
Candidates have choices, and the better the candidate, the more choices they have. Unless you understand and communicate why a candidate should choose you, you may lose out on the A-players. It falls heavily on leadership to tell your story and articulate what makes your organization better than the competition. Paying lip service to what you hope to be or used to be will not be convincing. Leaders need to let go of their egos, challenge their assumptions, and take a deep and honest dive into the reality of who you are as a company today. If you see roadblocks to attracting the best people, knock them down.
