Attract and Retain

Between travel on a short weekend, finally caught this podcast I've had on my list: Jason Cutter and Milan Batinich II - great conversation full of accessible insights (linked below).

Resonant themes and quick takeaways:

-Platinum rule: treat your employees how *they* want to be treated. This requires finding out, caring, and *doing* acting on what you learn.

-Milan highlights communication, drives and motivations. When he mentions the Predictive Index, I can feel the alignment click.

What I don't see enough of from my vantage point in the recruiting world is companies *investing* in understanding their own employees, let alone applicants: tragic missed opportunities for all parties. It's not rocket science. Even for free, you can send out surveys about what benefits and incentives each employee prefers and then reward them with what they want, not what is easiest and cheapest to give - you're not fooling anyone but yourself with such strategy. Investing in more scientifically valid surveys like the Predictive Index reflects a more earnest commitment to healthy, proactive, organic retention as opposed to reactive counter-offers, flailing to retain people who have already given notice.

The conversation is often about how and whether the candidate/employee fits into the employer's org/puzzle. It is seldom about authentic mutual understanding, communication, values, and alignment. I get it - there are unique pressures to fill open roles, especially in our talent-short market. That does not excuse a lazy, transactional approach, which I have never seen net a pareto optimal outcome.

Jason speaks to one of the higher order themes that doesn't get enough air time: abundance vs scarcity mindset, which is a topic big enough for its own article.

This is a great, authentic discussion about alignment, motivation / incentives and discipline.

Jason's perspective about the 'long game of building relationships versus scorched earth smiling and dialing,' also speaks to me, exposing the gross cliche; "It's a numbers game.'

They may have some element of truth, but without more context, such sayings over-simplify. This creates risk, justifying short-sighted business decisions and behaviors that destroy value, energy, and relationships. Take the high road. Try harder. Do what you know is right in your heart.

Recently, I've become very curious about calculating the cost of bad hires and the cost of delayed hiring. If you know any great tools to calculate such costs, I'd love to hear from you via comments or DM. Together, I am certain we can improve outcomes and positively impact people, planet, and profit.

#discipline #abundance #alignment #motivation #incentives #sales #recruiting #retention #communication #metrics #relationships #longgame

https://www.cutterconsultinggroup.com/podcast/044-recruiting-and-retention-success-with-milan-batinich-from-a-w-companies-inc/