What Attracts (& Keeps) the Top Talent on your Team

If you are currently wanting to

? find the right talent to get your business to the next level, or

? keep your talent (from your competitors)

This one is for you.

In my work, I encounter both

? the leaders who are looking to hire or retain the right talent and

? the top talent who are seeking specific benefits to say YES & stay loyal.

So, in my internal processes I've compiled a list of those specific benefits that I constantly hear from top performers. I'm giving you a peek behind the scenes today and share these 12 items so you can better attract & keep the best talent.

So, before we jump into it, let's start off with the biggest MYTH ? Money

Money may buy them in the short-term but won't keep them.

The real experienced talent know that money is not enough to keep them satisfied.

When their needs aren't being met, and the frustration grows, they will sacrifice money for healthier opportunities. ??

So here's the deal: Pay people enough money so that's it's not an issue.

Now, Here are the REAL reasons they want to come work for you:

? Psychological Safety

They can trust and feel safe at work and they can bring their whole self to work (meaning they don't have to manage themselves to keep themselves socially safe). This is a big factor in wellbeing and preventing burnout.

? Sense of Belonging

Feeling bonded and connected to their colleagues, leaders and organization. Belonging is one (and the most important) of the five basic needs all humans share.

? Teamwork

The ability to team up and work with others. I'm talking real conversations, giving each other feedback, and exchanging wisdom & experience. This allows them to help & motivate each other.

? Meaningful Work

The ability work on things that will have an impact on something they care about & on a bigger scale than what they could do by individually. Purpose is a big part of drive.

? Mastery

The ability to use (& maximize) their unique skills & strengths so they can feel proud of their accomplishments.

? Ongoing Learning & Development

Learning and development brings mastery to the next level by expanding the depth and breadth of their skills to unlock further opportunities.

? A Worthwhile Future in the company

Knowing that they have a place long-term and an exciting vision of themselves they can work towards. You are tying your goals to theirs, meaning they now have a personal stake in your success.

? Direction & Resources need to get the job done

Clarity in expectations & the end results sought, as well as the necessary support for them to do their job with excellence.

? Autonomy

The ability to choose their own path to create the best results. No one wants to be told how to do it, especially if it's part of their expertise! Careful... the need to control impedes on freedom & motivation.

? Contribution to Strategy

The ability to share their own ideas, perspectives, experience & knowledge while being included in decision making. This increases their buy-in and willingness to champion the mission.

? Recognition

Being recognized and appreciated for specific efforts and contributions. It's important to know that they matter and serves as positive reinforcement.

? Flexibility

A focus on outcomes rather than butt-in-seat time, which allows them to have flex in their schedule or work remotely. This will reduce the stress, giving them the ability to have better work / life balance and the energy to perform their best.

(Fun fact about remote work: Recent studies are showing that on average employees working from home work an extra hour a day!)

All of these benefits seem simple enough, but to actually create the systems to maintain all of this is a requires a well thought out strategy.

I help my clients set up these conditions and create the unique culture that makes them the clear choice for top performers. In turn, those top performers makes their organization the clear choice for customers/clients.

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