Superior Talent

What would you say if someone were to offer you the chance to be more up to eight times more productive?

That's 800% more!

Sounds almost too good to be true right?

Yet a McKinsey global study of 'more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average ones and studies of businesses not only show similar results but also reveal that the gap rises with a job’s complexity. In highly complex occupations—the information - and interaction -intensive work of managers, software developers, and the like—high performers are an astounding 800 percent more productive'.

High performers also are more likely to be highly engaged and whilst most people want a great job, latest research from Gallup found that less than 10% believe they have one, a great job that is. In Gallup's latest global employee engagement survey, only 21% of employees felt engaged with 19%, actively disengaged.

When the same research shows that disengaged employees cost the world $7.8 trillion a year in lost productivity. That's equal to 11% of global GDP. Engagement, performance, and productivity are clearly important but what about the identification, attraction and retention of top performing talent?

The same McKinsey report found that 'one third of senior leaders cite finding talent as their most significant material challenge' but also that 'since business leaders know that talent is valuable and scarce, you might assume that they would know how to find it. Not so! A whopping 82 percent of companies don’t believe they recruit highly talented people. For companies that do, only 7 percent think they can keep it. More alarmingly, only 23 percent of managers and senior executives active on talent-related topics believe their current acquisition and retention strategies will work.

So what is to be done and how can you tap into top performing talent which can drive up to 8 times more productivity?

1. Leadership
2. Engagement
3. Employee Value Proposition

• The biggest impact on business growth or decline is effective leadership and management. (McCrindle ).
• Managers account for at least 70% of the variance in employee engagement scores.(Gallup )
• 89% of their employees are satisfied when their business delivers great leaders who are inspirational, supportive, empowering and focussed on development (McKinsey )
• Enterprises with strong employer branding have a 20 per cent revenue growth as against the 8 per cent of weak employer brands. The correlation is that a strong employer brand brings cost of hiring down and also people turnover – an increase of 28 per cent in retention and a decrease of 50 per cent in cost per hire.
• 80% of talent acquisition managers believe that employer branding has a significant impact on the ability to hire great talent. (LinkedIn )

If you would like to learn more about what you can do to better identify, attract and retain top performing talent, I have a limited amount of slots each month available where I offer to show you how the companies we help can achieve all of the above and I will do it for free, find out more here.