Retaining Talent is Not a One Size Fits All Strategy
My boss and I were co-hosting a round-table with early career talent yesterday and talking about what we should do to retain talent. As he was talking, I was thinking about how we could better approach our attrition challenges and doodled the following idea which I shared with the group. After the session, he called and asked me where I got it and I told him a pretty much made it up. ??
Retaining talent starts with providing an environment that gets people excited but this is not a one size fits all. Below is an attempt to think about matching talent with environments that give them energy and recognizing when we have someone in an environment that doesn’t fit where they get energy.
- “Starters” need a greenfield environment … a blank canvas to create and build
- “Growers” need clear upside … fertile soil with plenty of sunshine and water
- “Cultivators” need stability … a safe place with minimal disruption
- “Fixers” need problems to solve … something to take a part and rebuild anew
- “Transformers” need a platform for change … like fixers on steroids
As we think about retaining our key talent, consider which type of individual they are and how we might match their optimal performance environment to something we have to offer. This is also something to consider when individuals choose to leave the company. Maybe they are a “grower” and our current environment requires fixers and transformers.
Board Member, Entrepreneur, Retired GE Vice President
4 年Denice Biocca Emily Phillip - I read this again and still love it!
Well said Denice! Like it!
VP Global HR @ Dresser Utility Solutions | Driving Global HR Strategy
6 年Love it! Thank you for sharing
Global Leader | Team Builder | Business Growth | Multi-Site Operations
6 年I like the this perspective Denice, especially the thought you pick up in the last para. Interesting how often inspiration comes in the middle of sessions like the one you were participating in :)
I'm not like this because I'm in Operations and Supply Chain. I'm in Operations and Supply Chain because I'm like this.
6 年Denice, great insight and though provoking. I'd add that there is a macro level to this regarding the state and tone of the business /P&L and a micro level which is about a specific role or org. If both align to the employee profile they'll excel, if only one of two align they'll stretch and grow, and if neither align then satisfaction and retention are at risk.