What are the best ways to attract and keep talented, passionate team members?

The biggest impact on attracting and retaining talent starts with the company purpose. What are you building and scaling, why should the business exist and how are you positively contributing to the planet, people and community outside of the workplace. This type of focus permeates everything in the recruitment process, therefore attracting the right type of people - ones who share the same passion. Interview as much for values as skillset and enthusiasm. Keep people engaged by being supportive, creating an environment of psychological safety, sharing career development opportunities and b y being authentic. Perks, higher salaries, team events are great, but they are not the glue that keeps passionate people working in your business.

Make people feel valued, understand their passions and skills, nurture them, be inclusive not exclusive make sure people have a voice and a place to sing!

To attract and retain talented, passionate team members, I believe offering a clear purpose is paramount. From my experience, individuals seek meaning beyond monetary compensation. Therefore, it's essential to align your business with their values and goals, articulating why it exists, the problems it addresses, and its positive impact. Demonstrating how their contributions fit into the larger mission and offering opportunities for personal growth will inspire them to join and remain committed to your organization.

A clear purpose is vital! By sharing and collaborating with your team to work together to communicate your purpose, your why! Bring everyone together to define your values and behaviours builds a culture that everyone wants to be part of! Work together to build it, be clear, be transparent, be collaborative!

From my experience an impactful employer brand that can be taken to the market is key. Talent is looking for real evidence about why work with you and not empty words. If you are going to refer to organizational values then make sure you show real workplace examples of how this is lived day to day. In my work I'll refer to this as the employee emotional proposition and it tends to focus on the ongoing growth opportunities and employee experiences end to end. I like to use mission but some would say this is the same as purpose. Ultimately it ties back into the L & D approach of the organization. How do we help you not only deliver excellence in your current role but continue to evolve?

Positive culture brings positive work environment, and people value positivity. It's essential to foster an environment that promotes trust, positive mindset and team work. As a team, encourage open communication, offer feedback and recognition, celebrate achievements of individuals. Also remember to embrace the lessons from failures. A company should provide opportunities for learning, development, and growth. Employees should feel welcome, valued, respected, and motivated.

Culture is more than a word, more than a bullet point in a power point presentation, it has to be lived top to bottom, and communicated in every aspect of a business, if you have a culture of fun then make that count from the CEO to the Head of accounts there are no short cuts to creating culture, live your values and repeat repeat repeat!!

From my perspective, creating a positive company culture is paramount to attracting and retaining talented, passionate team members. It's essential to foster an environment that promotes trust, collaboration, and innovation. Encourage open communication, offer feedback and recognition, celebrate achievements, and embrace the lessons from failures. Providing opportunities for learning, development, and enjoyment will make your team feel valued, respected, and motivated, ultimately ensuring their commitment to your organization.

Organizational culture doesn’t exist. Organizational cultures exist. Just like a person, organizations have multiple, cultural personalities. It’s not mono. Each culture influences workplace reality. Cultural personality traits evolve and shift over time depending on what the organization and its people are experiencing. So remember this .... What you feed through your actions will reign supreme across the organization. PS Take the word failure out of your workplace vocabulary - you either win or you learn.

Here’s our workbook on how to create a positive work culture: 1. Open Communication: Every voice matters. Keep the dialogue alive! 2. Recognition & Appreciation: Big or small wins, celebrate them all. 3. Work-Life Balance: Well-being is our priority. A rested team is a productive team! 4. Professional Growth: Learning is a lifelong journey. Be committed to your team’s development! 5. Inclusivity: Embrace the power of different perspectives! 6. Lead by Example: Integrity, empathy, and accountability drive every decision.

As a start-up maximum growth can be achieved by keeping your acceptance parameter higher. Talented and passionate team members come up with creative ideas and out-of-the-box solutions. According to human psychology, people give out-of-the-box solutions when they have authority and ownership. Empowering people with a given goal and the right direction yields even more productivity and this is possible in implement only in startups and research wings of an enterprise. Let's give your teammates power and opportunity. And witness the result in terms of growth and productivity. Happy entrepreneurship! ??

Flexibility works both ways, if an employee expects a fixed job description with fixed hours and fixed scope of work, the corresponding career prospects, compensation and working arrangements would naturally be quite fixed as well... Startup employees who are agile and adaptable should be commensurately promoted, given salary raises and flexible working arrangements in line with the company's growth. No rocket science there!

Flexibility is a sort of trump card that got revealed post the pandemic. I’ve experienced first hand where we have not set deadlines, daily stand ups or progress reports. Work didn’t collapse. It kept at it and there was no drop in engagement as well. In fact they felt more responsible and accountable towards getting the task completed and done.

giving people the power to control their destiny is a powerful tool, if you can offer flexibility on how to achieve something then you will create a culture of value, creativity and invention, you will end up surrounded in enthusiasm and motivation, culture is infectious so make it a good one

I have found that creating and introducing learning cultures have been a game changer for organizations - even for clients located in the Australian Outback. People need environments where they can - use their talents to their full potential - be exposed to new learnings and concepts - trial new learnings in the workplace - test their talent and skills and be supported - have time to reflect on lessons learnt with colleagues - across various roles and teams - be exposed to robust, ongoing professional development opportunities inside and outside of the business It's essential to have the frameworks and ways of working in place to make the above a reality. But the bottom line and people pay off is worth it.

It's really important to compensate fairly and provide appraisals in a regular basis to reflect on their skills, performances and contributions to meet current and potential future aspirations of your team. Fair compensation makes employees feel appreciated, loyal and keep up the performance.

This is key Money and benefits are very important, but its important to remember that any increase in pay, bonuses or benefits will be short lived, it is an extra bonus at the beginning, but it soon becomes something that expected, taken for granted, so its important to set out a compensation package that meets the current and potential future aspirations of your team, what is important is a culture of support and great communication

Incentives need to be personalised and supported by elements noted in the previous question as part of the overall employee experience. Remember the best incentive program will not take away the pain of poor, incompetent management or a lack of ongoing development. Neither will a high salary. Find out what your people value in terms of incentives and what they actually value in terms of their role. What do they want their future to look like? What do they really value and how can you work together to make that a reality? Start here to craft your response and direction.

Be inclusive not exclusive! we are surrounded by untapped talent, brilliant ideas, more efficient ways of doing things and its our job to make people feel included, give them a voice and listen, understand and implement and reward great innovations

I always involve teams in co-designing lots of elements in a project as ultimately they need to buy into it and deliver it. This will include team innovation capability reviews and personalised learning and development plans. Before starting an organizational development project we will review, deconstruct and potentially design new roles based on project outcomes and impact. It is essential to have employees owning this work - they know their day to day role reality better than anyone. We need to make time and space to engage and gain invaluable insights and advice from teams that make different, smarter decisions.

This is crucial. When team members are involved more in the long-term planning of a company, you can see (some of) them light up and become more interested in what’s happening. Sharing goals and plans creates a great sense of trust and helps everyone be on the same page.