How Can I Stop Talented People From Walking Out The Door2
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How Can I Stop Talented People From Walking Out The Door2






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How Can I Stop Talented People From Walking Out The Door2 How Can I Stop Talented People From Walking Out The Door2 Presentation Transcript

  • How can I stop talented people from walking out the door? Presented by Marion Stone
  • Is it a problem…?
    • Cost (recruitment, training)
    • Morale
    • Loss of skills
    • Loss of productivity
    • Impact on customer relationships
    • Impact on brand
  • The answer is …
    • Know who your talent is
    • Understand what motivates your staff
    • Become an ‘employer of choice’
    • Build a plan to address the gaps
    • “ Talent consists of those individuals who can make a difference to organisational performance either through their immediate contribution or in the longer term by demonstrating the highest levels of potential”
    • Talent Management, CIPD, June 2007
  • What to do?
    • Understand the business strategy & culture
    • Identify your Key Talent Groupings
  • Understand the business strategy VISION STRATEGY VALUES BUSINESS UNIT/ TEAM & INDIVIDUAL OBEJECTIVES BEHAVIOURS (Competencies) E.g. Taking Initiative, Customer Service
  • Identify your Key Talent Groupings
    • Roles that are business critical to achieving the strategy - they deliver product and services
    • Not only high potentials and managers – look at ‘organisational capability’ which is more inclusive
    • Attitudes to work have shifted significantly in the last 50 years. Understanding these shifts is vital in understanding how to attract and retain the different generations.
    Employee Needs Organisation Needs
  • What to do?
    • Understand the needs
    • Take actions according to your findings
  • The Generations GROUP BORN CURRENT AGE STATUS ‘ Baby Boomers’ 1945 – late 60’s 40ish – 63 years old Wanted to change the way things were done, settled into predictable work patterns, accumulated wealth and enjoy stability Generation X Late 60’s to late 70’s 30 – 40 years old Grown up during periods of significant change including technology, emergence of women into the work force Generation Y 1980’s + >30 years old The ‘Net’ generation defined by their appetite for technology and their resistance to central control Post Apartheid Generation 1994 + >14 years old Growing up in post apartheid SA in a period of growth and change
  • The Net Generation
    • Freedom – choice, mobility, integration of home and social lives with work lives
    • Customisation – workplace, information access e.g. Facebook
    • Scrutinisers – looking for authentication, trust and transparency
    • Integrity – alignment of values, consistency
    • Collaboration – interacting through media, sharing knowledge and experience
    • Entertainment – at work and in learning, fun experiences
    • Speed – rapid communication and information flows
    • Innovation – challenging norms and use of technology
  • Taking Action
    • Career – Where am I going?
    • Congruence & Culture – Do values align?
    • Community – Is it socially rewarding?
    • Compensation – Am I fairly rewarded?
    • Coping – How am I supported?
    • Content – Do I enjoy what I do?
    • WHY?
    • War for talent
    • Companies market value attributed largely to intangible assets
    • Increased financial performance
    • Cost of turnover
  • What to do?
    • Know what you have to offer
    • Communicate it
  • Know what you have to offer
    • Define your employer brand (not the same as customer brand) or Employee Value Proposition
    • The EVP provides the answer to the question ‘Why would anyone want to work here?’
    • A brand is intangible – it exists in the minds of your target audience i.e. your talent
  • Employer Brand is …
    • A statement about what your company represents, the type of people you want on your team, the kind of work atmosphere you provide, while the consumer brand speaks mainly to your customers. It reflects your values and how you operate.
  • Employer Brand …
    • Reinforces external positioning
    • Creates a competitive hiring advantage
    • Communicates the Employer Brand to the employees (internal)
    • Creates brand loyalty
  • Do you know how your company is perceived?
  • How can I create an Employer Brand?
    • Review your communications internally & externally (congruence)
    • Look at what you offer, not only what you expect
    • Examples –
    • Publicity, creating collaboratively, managing internal communication, branding e.g. ‘Best Employer’, Job sites, Interactive media
  • Employer Brand for the SMME
    • Flexibility
    • Ability to make ‘your mark’ (greater responsibility)
    • Easier to build a unique and consistent culture (authentic)
    • Family type environment
  • Food for thought
    • “ If you do not know how to ask the right question, you discover nothing.”
    • W Edwards Deming
  • More Food for Thought
    • Like the Beijing Olympics – Will your talent perform only by chance or because you put in place a process to identify and nurture talent?
  • What next?
    • Leave me your business card and I will send you the slides & a detailed report entitled ‘Talent on Tap’
    • Take my business card
    • Visit my website for more information
    • Sign up for an informative, free monthly newsletter on my homepage or by leaving me your card.