What do you do if your executive team is struggling to attract and retain top talent in Economics?

1 Understand Needs

To effectively attract top economists, it's essential to understand their professional needs and desires. These might include opportunities for research and publication, engagement with policy development, or the ability to teach and mentor the next generation of economists. By aligning your organization's offerings with these needs, you create a compelling reason for top talent to join and stay. Remember, economists often seek environments where they can make a significant impact through their work, so highlight how their expertise will be valued and utilized.

5 Flexibility & Balance

Work-life balance is increasingly important to professionals across all disciplines, including Economics. Offering flexible work arrangements such as telecommuting, flexible hours, and generous leave policies can make your organization stand out. Economists often juggle research, teaching, and consulting; thus, an employer who accommodates these diverse activities will be more attractive. Flexibility can also enhance job satisfaction and retention by allowing employees to work in ways that best suit their personal and professional lives.

6 Recognition Programs

Finally, instituting recognition programs that celebrate the achievements of your economic talent can contribute significantly to retention. These programs can range from formal awards to public acknowledgments of their contributions to the field. Recognizing their work not only boosts morale but also reinforces the value they bring to your organization. It's a way to show appreciation and can lead to increased loyalty and motivation among your team members.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?