An Open Letter to CEOs on Talent

Dear CEO,

I can no longer sit back while executives in your company stand idly by, waiting for HR team members to lasso in anyone who vaguely resembles people who can fill the minimum job requirements.?

This strategy may have worked for you in the past, but with record low unemployment rates, I will go out on a limb and venture to say that this approach is no longer serving you well. Yet, here we are.

I'm currently creating the curriculum for an executive master class that I'll be hosting on?How to Create a Solar System of Talent. The event should be a sellout and would be if I gave every CEO a pass and permitted members of their HR team to attend.?

But here's the problem.?

The HR team already knows there is?no way?they can possibly prevent talent from leaving, nor can they fill all the vacancies. They are telling their executives this; only no one is listening.?

As the CEO, it's up to you to take the lead and demonstrate that finding?and?keeping talent is everyone's job.?

Here's where to begin.

Assess your current leadership team.?Let's face it. The world is changing rapidly. The people you may have hired to take on leadership roles may no longer be the people who are well suited to manage your business today.?

Many are repelling talent. That means that no matter how many great candidates your HR team presents and how many you can hire, you've got people inside your company who can't seem to hold onto anyone.?

You know who these leaders are. Stop making excuses. If you think they are worthy, either invest in a coach or release them.

Yes, I know this means another job opening to fill. However, now you have an opportunity to hire someone more suitable for management.

Revise your job descriptions and performance metrics.?Every hiring manager's job description and performance metrics should be a section devoted to talent. Taking this approach will ensure that your managers no longer wait on the sidelines for HR to toss them a resume or two.?

Managers will take ownership of the hiring process, and as a result, you will be able to hire better people more rapidly while at the same time increasing employee retention. The cost to do this is nothing.

Invest in your people.?Candidates today want to work for companies that invest in the development of their people. How does your company rate when it comes to employee development??

I understand that not everyone has a Google-sized wallet to create the kinds of development programs usually reserved for the Fortune 500, but that doesn't mean you can't take some of these best practices and size them for your own company.

For example, one of my non-profit clients has elected to enroll one of her key executives in my Rapid Results Coaching program. The program is three months versus a more extended coaching program that requires more of an investment. Another has recently hired me to facilitate a group coaching program for newly minted managers. Others are implementing mentoring programs to ensure their team members continue to grow.?

What can you do in your own company to show your people they matter?

Finding and keeping talent must be your number one priority, for, without people, your company is nothing more than a legal entity, which may disappear in the future.

Sincerely,

Roberta Matuson

P.S. If you or one of your senior executives is interested in enrolling in my one-hour Master Class on How to Create a Solar System of Talent,?message me here . Dates will be announced shortly. Mention this letter and attend for free.

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