To Attract And Retain Talent, Make Them Feel Supported
Keeping key talent today requires a wider view on compensation, involving everything from financial incentives to mental health offerings to a change in how leadership interacts with talent, says Shawn Gibson, senior director, HR operations at Info-Tech Research Group based in London, Ontario, Canada.
Gibson shares what works at his organization, why follow-through on promises is critical and the importance of work/life balance.
The main way that the talent shortage has changed HR operations is in how HR approaches compensation. Though salaries have become more competitive, for prospective talent, compensation is now more than just their take-home pay.
Compensation is focused on benefits like PTO, retirement plans, wellness plans and good insurance. It’s also about how managers are treated, how the organization encourages managers to care about employees, how employees feel working with their managers, the work they do and company culture.
To compete for talent in today’s workforce, there’s more pressure from the market to compensate talent competitively. At Info-Tech Research Group, we started matching contributions to workers’ retirement savings plans and we also increased the amount of their vacation time. With Gen Z entering the workforce, there is also more of a focus on work/life balance and mental health. Many employers are offering mental health days, encouraging employees to log off on time and really emphasizing positive company culture.
If using these mental health-related offerings to attract talent, it’s crucial to follow through with them. If new employees feel tricked into taking a position based on empty promises of excellent company culture, it will lead to resentment and, often, resignations.
With many executives fighting for employees to return to the office, HR leaders are struggling to convince non-HR executives that hybrid/work from home models can work for their organizations. Non-HR executives are often not involved in receiving feedback from employees, so they do not understand that people are prioritizing finding meaning in their work, valuing work-life balance and requesting more flexibility with hours and work locations. HR leaders must find ways to navigate the conflicts between non-HR executives and employees about hybrid work/remote work policies.
Keep in mind that there has been a shift from in-office amenities appeal to focusing on how managers treat employees and whether employees feel like their work matters and are engaged with it. It’s important to have someone who is going to train managers to treat employees with respect like a director of learning and development. Organizations should consider adding roles focused on supporting intangible elements of engagement.
In a remote work environment, career coaching is more important than ever to help new hires learn to navigate the company, the corporate world and feel supported by managers and connected with their job. Companies need to build out a robust onboarding experience to improve how these employees are managed.
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Over 70% of Executives Surveyed Agree: Many Strategic Planning Efforts Lack Systematic Approach Tips for Enhancing Your Strategic Planning Process
Executives expressed frustration with their current strategic planning process. Issues include:
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Female leaders face the same issues all leaders do, but they often face additional challenges too. In this peer session, we will facilitate a discussion of best practices and how to overcome common barriers to help women leaders be more effective within and outside their organizations.
Limited space available.
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General’s Retreat at Hermitage Golf Course
Sponsored by UBS
General’s Retreat, built in 1986 with architect Gary Roger Baird, has been voted the “Best Golf Course in Nashville” and is a “must play” when visiting the Nashville, Tennessee area. With the beautiful setting along the Cumberland River, golfers of all capabilities will thoroughly enjoy the golf, scenery and hospitality.
The golf outing fee includes transportation to and from the hotel, greens/cart fees, use of practice facilities, and boxed lunch. The bus will leave the hotel at 10:30 am for a noon shotgun start and return to the hotel after the cocktail reception following the completion of the round.
