topics include Communication, Peer Group Views, Talent Management
It’s tough out there, and goodness knows, we’re certainly not allowed to forget it, even for a second; the relentless bombardment of doom, gloom and despondency from our esteemed national press and all other media channels makes sure of that.
However, just because it’s tough, it doesn’t mean to say that your best people are feeling grateful to have a job, secure within the four walls of their working environment, and confident that the organisation they work is capable of – or can be trusted to – steer a safe path through the mess.
They may well elect to stay put – for a while, but don’t think they won’t be watching carefully and critically to see just how their employer handles the situation – and how they manage the fears, hopes and expectations of their people.
Now more than ever, employees need reassurance in the form of clear behaviours and ongoing communication, that the management team is at one, that the business plan is realistic, the strategy wise and the commitment to employees true.
So keep talking. And keep your best people.
Just a thought: do you know who your best people are? And do you know their motivators and influencers? Their priorities and interests? Their values and concerns? Why they stay? What could make them go? And what could encourage them to contribute even more?
Of course you do...