Attract , Retain , Motivate : Managers Quick Tips to A.R.M your People

By Simon Brown and Robert Wolf

Attract: Your role in Recruitment is to Own the Hire

•  Do not delegate the important task of building your high-performance team.
•  Ensure that you are partnering with your talent acquisition specialist to maximise results in attracting the best right fit talent for your organisation.
•  Provide quality time for the recruitment strategy meeting, set realistic time-frames, and make this a high priority objective and not just an add-on to your other activities.
•  Think of recruiting as the start of the investment in your people.

Retain: Make Coaching the Key Element of Your Leadership Style  

•  Continually work to create a safe “research and learning” environment. Build towards a high level of trust which allows employees to experiment, take on stretch assignments in -order to accelerate their development knowing that you "have their back".     
•  Help your employees to be able to assess their own performance .Aid them in being able to see a deeper reality of the situations they are dealing with, increase their personal awareness including, biases, hidden personal traits, and self-beliefs, enable them to set meaningful development goals that they can own and make come alive.  
•  Be a coach that is constantly on the lookout for in-game opportunities for employee learning and development. Best practice thinking is that the most effective and sustainable learning takes place through on-the-job opportunities which allow the employee to work through day-to-day business challenges and opportunities. These on-the job experiences should make up approximately 70% of the individual’s development plan with the rest of the plan made up of Networking and Mentoring activities at 20% and attendance at Formal Training sessions around 10%.   

Motivate: Develop & Nurture – Empower, Care & Build Trust

According to the Willis Towers Watson, 2014 Global Workforce Study:

79% of highly engaged employees have trust and confidence in their leaders. So, what can you do to establish a firm foundation of trust?

•   Get to know your employees and for them to know you. Take time to listen, share, and build an authentic rapport.
•  Work to build a shared vision of what success looks and feels like not only for the company but also for your employee. 
•  Be quick to recognise the success of your employees. 
•  Secure your oxygen mask first. Take care of yourself, continuously develop your own skills, build your networks and then focus on supporting the same level of support within your team.
•  Don’t be that person who is still fighting the previous war. Look for “win-win” outcomes when resolving conflicts. Help to solve problems and remove barriers. 
•  Don’t treat people the same, treat them fairly based on the specific circumstances. Avoid having favourites.
•  Protect your team from unnecessary organisational politics, pressures, practices that may work against the team achieving the best outcome.
• Do not worry if you are not good friends with everyone on your team, a leader who is trusted is much more effective than one who is liked.

For more Information on the Authors: 

Simon Brown, Managing Consultant, Simon Brown Associates

 https://www.dhirubhai.net/in/simonbrownassociatesconsulting/

Robert Wolf, Managing Director , THRīv Human Capital Group https://www.dhirubhai.net/in/robertgwolf/