Attracting and Keeping the Best Employees

Many companies are working hard to retain and hire talent. Anyone can keep a mediocre employee… they never leave! But HR managers know how difficult it is to attract and hang on to great employees — particularly in the midst of the “great resignation.” A recent Harvard Business Review article addressed this issue, recommending a focused, three-pronged approach. 

One of their points relates to dedicating effort to diversity and inclusion in your recruiting and your organizational culture — including broadening your perspective about where you might identify and find talented employees. For more about diversity and inclusion, read Arden Coaching’s blog, “Leadership and Fostering Genuine Diversity.”

Another point emphasized two specific leadership characteristics — transparency and accountability. Talented employees want to work for organizations where their leaders and managers are accessible, open, and hold themselves to-task for results. If a great employee feels that their leaders are managing a hidden agenda or do not take responsibility for their actions and decisions, they will move on. For more, read “Avoiding Accountability Derails High Performing Teams.”

Promote a Culture of Coaching and Development

The third point is vital: providing professional development and leadership coaching opportunities for employees. This makes sense at so many levels, yet organizations often hesitate — treating coaching as an expense to be minimized rather than an investment to be leveraged.

Study after study demonstrates that building a reputation for investing in your employees will attract a stronger, more diverse pool of employees and improve the performance of your organization. It supports innovation, resilience (and profitability).  Newer data also reveals that Millennials and Gen-Z workers especially value coaching and development. For more, read “The Case for Executive Coaching for Emerging Leaders.”

According the the Harvard Business Review story, “The path to creating a winning culture can seem opaque, but one clear enabler is high-quality coaching and development of employees.” An executive coach will add value to the process of developing and strengthening leadership skills, and will help your organization grow and succeed. For more, read “What’s the Difference Between Coaching and Training?

Leverage the opportunity embedded in the great resignation! Work to build diversity and inclusion in your workforce, strive to assure that your leadership is “walking the talk” of transparency and accountability, and provide meaningful coaching and development opportunities for your employees.

To learn more about improving organizational performance and building the leadership capabilities of your employees, contact Arden Coaching at [email protected] or 646.684.3777.