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Author Archives: Mike Smith

The Alexa Factor

The Alexa Factor

There are 2 predominant schools of thought around the advent of AI – the positive value added approach: Humans X Process X Data = Increased Business Value

Vs The Chicken Licken thought process of “AI is stealing my job, AI is stealing my job”

Not forgetting those Ostriches amongst us who somehow believe that the advances in AI will have little to no impact on current jobs.

One way or another the landscape is changing. How well your company responds to that is very much down to how much agility is valued as a core skill set.

3 years ago Alexa was just a choice of baby name. In the coming years – naming your baby Alexa may not be so popular a choice – as Alexa is now in over 3 million homes, organising babysitters, booking holidays – and in many cases – being a “person” to chat to. Echo AI technology has improved user experiences – and is earning Amazon big bucks in the process. The Key in this is the fact that Alexa responds almost like a person. Alexa applies machine learning and algorithms to run queries through huge data sets almost instantaneously. Spotify applies the same logic – curating your very own DJ set based on previous choices.

Extrapolating that speed for business will surely guide towards better and more objective business outcomes.

Recent surveys by Accenture have highlighted the need for change in our own approaches with 85% of executives surveyed claiming to be investing in AI over the coming 5 years

So there is no doubt that the rise of AI will change the shape of the job market – especially for the lower skilled workforce. In order to safeguard against rising labor costs – automation becomes critical. Yet higher up the salary scale there are predictions of significant human skills shortages in the very area of robotics that is driving the change agenda. So it would seem that the key to AI success is not how to remove humans from the chain altogether, but how to embed them more effectively to participate in human-critical automation of the business, and in the search for novel business methods and models.

Perhaps the most urgent question we must answer is not one of the role of AI in our 21st century workforce but rather one of integration – and whether economics is purely driven by productivity and speed alone?

Used effectively AI has the potential to alter careers to fit a far more personal model. A more agile workforce – a more diverse workforce. But this requires a collaberation with machine learning to improve the human capability

Change is difficult at the best of times – but when the future is moving faster than we can predict it becomes an increasing challenge.

Maybe we should ask Alexa what to do next?

https://www.accenture.com/t20170125T084846__w__/us-en/_acnmedia/Accenture/next-gen-4/tech-vision-2017/pdf/Accenture-TV17-Trend-1.pdf

Workplaces of the future

Workplaces of the future

Total Talent Management is the current avant-garde of recruitment. The next method of competitive advantage. Everyone jostling for the “best” and most “talented” candidates and implementing benefit and reward schemes to ensure they retain their loyalty and dedication (Hardly a light bulb moment in the evolution of employee / employer relations).

But here is the thing. Not everyone is or can be the BEST.

In fact – the vast majority of us cannot, by default be the most talented.

So – given that this is an absolute – how can companies and recruitment alike – possibly begin to align the search for the best candidate with the population of potential employees that exist.

Talent scarcity is a big concern for the C-suite. Put simply – there are currently not enough people with the right skills / experience ready to step into roles. The supposed / perceived talent gap is driving the need for a shift in traditional recruitment and retention strategies to a more innovative and employee focused approach

So given that there is not enough Talent (or even that Talent in itself is not enough) – the future of talent management, at least in some part, must lie in truly understanding our employees in order to unlock potential; what motivates them, what is important to them?

What is needed is agility, connectivity, speed and cognitive diversity. The ability to respond in an ever shifting environment. Business must change – not just to take in the demands of the so called 4th industrial revolution, but also to reflect the changing workforce demographics and expectations of today and tomorrow.

It’s time to rethink what Talent management actually entails:

The Mercer Talent Trends review for 2017 raises some critical new perspectives for the age of disruption

Change:

The future of business is transformation. Evolution has already occurred – in order to stay ahead the pace of change needs to be rapid, efficiency increased and customer experience improved. And somehow – in this whirlwind of advancement – the focus on People within the organisation needs to stay high to ensure that the growth is sustainable.

93 % of businesses are planning to effect organisational change within the next 2 years – replacing the traditional vertical top down approach with a more streamlined and customer focused horizontal structure. This removes some of the more formal management roles and requires greater autonomy and critical thinking among employees.

Redesign is critical to success and having a solid “decision science” behind this will ensure that the new job roles accurately reflect the needs of agility, innovation and simplicity. As many of the new roles have no precedent – they need to be outlined via business contribution rather than specific “job spec” language. Changing job evaluation methodology has to be a key focus for TTM to assist with the change process.

Digital is what is pushing this change agenda – yet the vast majority of businesses do not feel they are a “digital company”. Most corporations have focussed on the external process first leaving the employee experience for later. Yet in the ever shifting world where talent is in short supply this is a short sighted and risky approach to take.

Personalization

A corporate “culture” is not a new premise. Far from it. What has shifted is that it is now no longer good enough to have a one size fits all approach to corporate culture. Gone is the narrow focus of company engagement – instead enter the world of employee experience. By this we mean a tailored approach, a person centric holistic view of the individual employee. A list of standard global perks and benefits is outdated and does not cater for the changing demands of the employee. Yet this is where the digital age can truly come into its own. Greater flexibility in working practices is becoming far easier to balance with corporate strategies due to technological advances. Think real-time workforce apps and career matching!

However there is still work to be done – many employees still report concerns that so called flexible working is perceived as a perk rather than as a means of optimising individual circumstances to bring about maximum return for everyone. It is estimated that 75% of the worlds workforce will be Millennials by 2025 – if you do not change with the times and cater for the needs of the many then you will become part of the problem.

True personalisation of the employee experience needs to include more than just a benefits package. Businesses need to consider the health, wealth and career path of their talent. Nurture and reward a culture of “work working for you” and utilise technology to act as a differentiator for your business.

Rewards

Given the shift in a one size fits all approach to corporate culture, it is no surprise that a change in how employees are rewarded is also on the cards. Whilst the old guard of fair and competitive pay and career opportunities still rank highly with employees, these are no longer the only way to reward and recognise contribution.

A climate of uncertainty is leading many employees to re-evaluate where and how they want to work. Corporate values are often measured via its performance management and rewards scheme and as such 83 % of companies have made / planning to make changes to their goal setting processes.

Exactly how rewards are calculated seems to be up for debate – but transparency about the metrics seems to be critical. Whether your performance ratings are numerical or verbal seems to matter less than a forward progressive approach to career development. The basics still count. A fair and transparent contractual reward system coupled with clear individual and team performance metrics. Add to this a greater clarity of information dissemination about career progression and further opportunity / reward for greater performance and it would seem that the ability to reward fairly and positively is on chart for effective change in 2017

Analytics

The sheer amount of real-time data available is greater today than ever before. Yet despite this wealth of information the progress towards “predictive” analysis is still slow. Mercer reports that almost 1 in 4 companies are still only generating basic talent management descriptive reports and historical trend analysis.

Deloitte Human Capital Trends report echoes this feeling. Highlighting a mere 8% of respondents using tools such as Organisational Network Analysis (ONA) to help inform better growth and redesign.

Properly done, Talent Analysis has the capacity to drive employee performance by providing the evidence that underpins talent management and business decisions. Given the rapid speed of corporate change, the ability to utilise talent data will not only help minimise the risk of talent loss, low productivity and engagement but also ensure corporations are better placed to plan for the workplace of the future.

As part of providing a fully integrated TTM service we must help corporations view talent through a different lens, to help them discover the potential and untapped skills in their existing employees.

The talent is there – the process of evaluating and developing it needs to evolve!

Common Values

Common Values

With the departure of Oliver Robbins from Dexeu- the stage is set for some interesting times ahead.

The upheavals that seem to follow the government in relation to how we actually exit the EU shows no sign of abating – and with the alleged disagreements between David Davis and Oliver Robbins still rumbling – this most recent change in the strategists of Brexit shows that disagreement at the highest level has the capacity to throw yet more chaos into our exit discussions

And why should this link to a theme of common values??

Well – Britain voted against a shared vision. Rightly or wrongly remains to be seen – but tide of community spirit seems to be on the way out – in politics and in business.

Our nation, and others, are becoming increasingly disillusioned with togetherness, with community, with common values – and I believe this is bad for everyone.

The more we are only out for ourselves – the more disillusioned we feel. And its easier to blame others – to raise immigration and benefits as the culprits.

To blame a lack of “talent” for not being the best company..

But I believe its more basic than that.

A shared vision, a team – for whatever purpose is immensely satisfying. It provides a sense of fulfilment and motivation over and above monetary gains.

And perhaps this is where our zero working hours Britain is going wrong.

When a business (and a nation) are only thinking about whats in it for them – they breed suspicion and divisiveness.

When everyone is working together – great things are achieved.

Utopian ideals? Maybe so – but the sharing of a common mission / value can lead to places we have only dreamed of.

Take a look at the Best Places to work 2017 report… it makes for interesting reading. I am not seeing too many of those companies reporting the secret to success was winning the “war on talent”..

www.greatplacetowork.co.uk

Instead there are, time and again, reports of togetherness, shared culture, vision – being more than just a place to work!!

“Work has a moral and social significance. It gives us all a reason for being. It gives us dignity, pride and self-esteem” Mike Brown Chief Exec bdht

 

Common values are good for business – but they are more important for us as humans.

Lets use a shared value approach in more aspects of our lives – and see how “being in this together” is actually a better model for business.

Total Talent Management – Yet another TLA?

Total Talent Management – Yet another TLA?

So – it’s the latest in a long list of Recruitment Phraseology. Another TLA to add to our BS Bingo sheet…Or is it?

We have seen enough fads come and go. We have witnessed the Year of The Client.. and more recently the resurgence of the candidate.. and what this has led us to conclude – is that we STILL haven’t got the process right…..yet!

You see – in the world of employment – no one side should hold all the cards. The relationship between staff and corporation needs to be a mutually beneficial arrangement.

If one side is King – then the process is broken.

And this is where Total Talent Management comes in.

So What exactly is TTM?

The people you employ are your biggest asset. Your Talent.

What they do is critical to achieving organisational goals. It’s your biggest route to competitive advantage.

So – manage this… Invest in this…Make this your top priority.

Attract the most talented people…Keep them….Develop them

But of course it isn’t. We can all quote Enron as a glaring example

When we look at TTM – it needs to be truly holistic. At Enron – the staff were in possession of all the cards. Rewarding the Talent had become the overriding premise of the corporation. It had forgotten itself. It placed the needs of its staff ahead of the needs of customers and shareholders. It had stopped being a business. Talent will out… but not necessarily to the bottom line.

Enron took the brightest and best MBA’s that Harvard had to offer. On paper – these truly were the holy grail of the Talent war… but when the needs of the one outstrip the needs of the business there is a significant disconnect.

Total Talent Management is more than just hiring and retention. Its more than just staff.

We believe in stars – but we also believe in systems. A truly well managed company will have both. In order for a corporation to be successful it must coordinate the efforts and needs of many different people towards a business goal.

And this is TTM – a strategy designed to maximise the interdependence of company and employee to achieve a common objective. A shared agenda. Where individual brilliance and teams are aligned to the business strategy.

And when all this works – retaining and developing those talented individuals you hired in the first place becomes a whole lot easier!

Bah Humbug!

Bah Humbug!

Christmas seems to be starting earlier every year – with festive treats sneaking into the shops before the sugared nasties of Halloween have been cleared from the shelves.

Whatever your thoughts on Christmas and the Big Man himself – you have to admire his cunning marketing skills – and leadership qualities!

Santa is a genius in my opinion. He has managed to carve out an entire career based on roughly 31 hours work per annum. Not only that, but his powers of delegation know no bounds. The elves and reindeer do most of the hard work – whilst St Nick himself gets to sit around jiggling his ever expanding belly and gobbling up mince pies.

In theory – he shouldn’t be so successful – he leads by delegation – not by example. He rules by fear, no one wants to be on the naughty list… And the working conditions aren’t up to much… The freezing North Pole in the full darkness of winter.. and only elves permitted? Surely that’s against diversity policy? HR would have a field day!!

Yet somehow – we all love him.

Bottom line – is that the true genius of Santa – lies in his presence (presents!!).

He is probably the most recognisable brand in the world. And whatever his management strategies are  – he ALWAYS delivers.. and with a smile on his face!

So take a read of these gems I found whilst trawling the web this week! Santa’s team of marketeers have definitely got some lessons to teach us!

I especially like this risk assessment !!

 

Merry Christmas from all here at Saxus – Elves (and others!) welcome here!

Keep us on your nice list for next Year!!

The Buck Stops Here!

The Buck Stops Here!

It stops here..

When I originally sat down to write this article it was all set to be a somewhat contentious post. A “who do you want to work for” and a “what kind of person are you TO work for” type missive. An article designed (hopefully!) to have asked a few awkward questions about personal accountability and the need in work, as in life, to have that ability, that wherewithal to be able to take a stand for what you believe in. To take one for the team. To be a leader that knows how to lead from the front.

The Buck Stops Here.

But I threw that article away.

Sadly it has only been only 10 months since we published another article on Goal Setting in the wake of a terrorist attack in Paris.

So today I am going to ask for a different kind of accountability. One that goes beyond the scope of what I first set out to write. But – the principle is the same.

The Buck Stops Here.

Being accountable is hard. Let’s not make any bones about that. It takes balls to stand up and take full responsibility for all aspects of performance and behaviour. To own the mistakes as well as the plaudits.

So let’s think about this for a second: Honesty. Integrity. Responsibility. Apology. Feedback. These are the skills required for true leadership. These are the skills needed for true accountability.

These are the type of people I want working with me, the type of company I want to work for.

This is the type of leader I endeavour to be.

But – after this weekend – I think it needs to be more than that.

These are the type of skills we all need in our lives. We need to take a personal and collective responsibility for what is happening across the globe. Paris is not the only victim of terrorism in the last few days. It is over simplistic to blame a religion, a country, a refugee. The crisis is global. Our accountability needs to be the same. So for a business focus on accountability take a read here

But for a personal take on leadership and accountability then the words of John Donne may strike a chord.

No man is an island,Entire of itself,Every man is a piece of the continent,A part of the main.If a clod be washed away by the sea, Europe is the less. As well as if a promontory were. As well as if a manor of thy friend’s Or of thine own were: Any man’s death diminishes me, Because I am involved in mankind,

And therefore never send to know for whom the bell tolls; It tolls for thee.

Fresh, Bright and Female… Careers Open to Talent – welcome here!!

Fresh, Bright and Female… Careers Open to Talent – welcome here!!

I recently highlighted an excellent blog post  http://www.insuranceage.co.uk/insurance-age/blog-post/2427441/moving-away-from-stale-pale-and-male which I hope you will have taken the time to read..

And I wanted to follow this up with a few ramblings of my own.

The “traditional” working picture – doesn’t exist anymore. Or at least – it shouldn’t! in a 21st century digital age – I sincerely hope that we no longer expect women to chain themselves to railings in order to have a voice. And it’s actually much more than that. Technology should be breeding diversity – in the workplace, workforce, work structure – work everything.

The diversity debate should no longer focus purely whether women can enter a “man’s” world. But more it should actively be looking to be totally inclusive – and how to present that a career is open to talent!

This is a subject that is especially close to my heart – as one of my children is deaf… so we have inclusivity issues in abundance right on our doorstep.  Human beings are pre-programmed to want to fit in and feel accepted. In the workplace (and especially the city) – that picture has been one of a MAN in a suit. It becomes pretty hard to walk into an environment where you feel that already you are the exception rather than the rule. Think men in Nursing if you want an alternate career example.

Recently Saxus tweeted about Exceptional Minds http://www.onrec.com/news/news-archive/exceptional-minds-gets-the-job-done – an example of how harnessing “non traditional” employees has huge benefits for everyone concerned. Our world is a smaller place as a result of technology – supposedly with opportunities presenting themselves. Yet we still choose from the same small pool we always chose from. Stereotypes abound – and we are missing so much talent through their fear (and ours) of challenging the status quo

Well – I would like to confront this “Stale Pale and Male” paradigm. I would like to suggest that we investigate our inner bias – and ask if we are choosing our next hire because its’ like looking in a mirror? Or because they are the best person for the job?

Genetically speaking – our species becomes stronger through a more diverse gene pool.  The same holds true for work.

 

If you always do what you always did.

You will always get what you always got

Interested in Diversity in Insurance – take a look here http://diveinfestival.com/

 

Images courtesy of FreeImages.com/Krzyzstof Baranski

Move up or move over – how to use technology AND talent to deliver your business

Move up or move over – how to use technology AND talent to deliver your business

More than ever before – IT sits at the heart of everything “business”.It is no longer a question of having an IT department, it is now more that IT its an overarching business principle.Business now is totally dependent on being digital – and this means changing the way we have traditionally viewed our IT departments!

Digital places IT at a critical juncture: change or be changed. IT MUST be a partner in driving business value; How exciting that IT is truly instrumental in marrying technology AND talent to realise business outcomes and innovation.

Managing your IT talent is becoming ever more critical to business success.The traditional role of the IT professional no longer exists and an increasing number of “new IT professionals” are now embedded throughout the organisation, meaning that innovation can and will happen independently of the IT department! This requires a balancing of the skills triangle – Business + digital + technology, and IT leaders MUST help the workforce adopt new roles accordingly.

The pool from which IT talent can be drawn from is also now a global pond.IT workers are highly mobile and can be from a broad geographical and cultural base.This requires a shift in focus to managing IT diversity which as well as managing a need for more business and market savvy IT professionals than ever before.

On the whole this is a massively positive change – IT professionals are now genuine partners in driving change across the organisation. But as we all know – “ Mindset” is a slow turning ship however reluctance to embrace the new distribution of your IT department throughout the business will slow the rate of advances to be made.

So what should you do about this? Well it will require a degree of reinvention and a move away from the traditional company structure! Invent a new IT organization; new structures and interaction models that make best use of skills and capabilities across the whole organization.

Now is the time to fix those “legacy issues”. Proactively start strategic workforce planning. In order to deliver multispeed IT a huge degree of flexibility is required.Your plan needs to consider how to re-skill, attract and source talent that matches both the digital demand of the business and IT.

Technology Goals

So think about Refining the “IT department” – into the IT business.This subtle yet critical mindset shift will help to bring about a more genuine partnership role. IT will now be a driver in business innovation.

And IT professionals…. there is a mindset and cultural shift for you here too. As IT becomes a more integrated department – this will require more than just typical skills. Ensure that you are “skills savvy” (see blog post on soft skills) and be ready to deliver innovation wherever it’s needed throughout the organisation!

5 Difficult Interview Questions and How to Respond

5 Difficult Interview Questions and How to Respond

One smart CV and cover letter later – you are here – Interview Territory!! Be warned you are likely to face a few tricky interview questions, which is why we’ve put together a few of the most common ones so you can be prepared to answer.So far – your written words have been interesting enough to get you a foot in the door.Now is when the real hard job of creating the right impression starts.

In essence, an interview is an elimination round.This is where you quickly discard candidates that aren’t going to be the right fit and who don’t stand up to the rigours of the interview process.We can’t give you all the answers but we can give you some suggestions as to how to turn those “killer” interview probes into “nailed it” replies!

Bear in mind that this only really covers generic interview questions – we know that it goes without saying that your technical knowledge of role specifics must also be able to stand up to rigorous testing, and that you must equally prepare for that section – be ever sure that you are fully up to speed with all those technologies you highlighted in that CV. It doesn’t do to nail all the general interview spiel and then not know your java from your elbow!!!!

So – if you are ready… Your 60 seconds starts now……

1.Could you tell me a little about yourself?

AAArgh….. This is my least favourite interview question and one that truly throws an enormous amount of candidates.Say too little and you look like you are hiding something, say too much and you could end up sharing anecdotes that really were best left at the bar… Interviewers like this question as it helps them to assess your communication abilities, your delivery style – and your personal “poise”. Keep your answer to a minute or two at most. Cover 4 topics: early years, education, work history and recent career experience.The emphasis must be on the latter topics and highlight professional experiences that relate to the position you’re seeking and which support your credentials. Better yet, prepare a personal “branding statement “ that quickly describes who you are and what you can bring to the company.

2.What is your biggest weakness?

Ahh – the classic interview question.I have yet to attend an interview without this question being asked, and it’s always been a standard in my bag of questions when on the other side of the fence. So knowing that – you need to be ready for this one. It is used a lot – so interviewers will expect you to be ready for it – and to have put some consideration into the answer.The interviewer isn’t really expecting you to reveal your innermost fears at this point – it’s an interview, not a therapy session! So plan to use this question to your advantage. Let’s assume that you’re a detail driven workaholic and that you neglect friends and family when working on important projects. Turning these weaknesses into positives is relatively straightforward; by saying that you’re very thorough and remain involved in projects, even if it means working additional hours at times.

An alternative strategy is to mention an area where you’re seeking improvement, and then highlight the steps you’re taking to meet that goal, for instance, an IT professional earning additional certifications. Never draw negative attention to yourself by stating a weakness that would lead an employer to think you are not the best person for the job. The focus of your answer should be on your strengths

3.What didn’t / did you like about your last job?

This can frequently be used as an opportunity to trip you up into giving away a bit of information unwittingly that shows up a concealed weakness!! Be careful, for instance, of complaining of long working hours, you may need to start at 8am in the new role too!!  So you need to be prepared with an answer that highlights the more positive aspects of moving on.

If you currently have a job, it’s vital that you don’t use this as an opportunity to trash your boss / company (you never know who is chatting in All Bar One on a Friday night!). Moaning about current employers at an interview is a really big NO – it not only shows bad form, but also raises the issue that you may be a person who cannot tackle problems as they arise.You need to focus on why you’re now seeking greater opportunities, challenges or responsibility. Concentrate your answer on areas that are relevant to the proposed position and be specific. Avoid saying, “I liked the environment.” Instead, try saying “I enjoyed the camaraderie of being part of a team.” When discussing least-liked aspects, outline an area of responsibility that’s not critical to the job you’re seeking. But be sure your answer indicates that you either performed the task well or that you learned something useful.This shows stickability, even if this was an area that didn’t particularly interest you.

If all else fails and you need a “get out of jail free card” – then using outdated technology as a scapegoat can be a useful technique.

4.Why is there a gap in your work history?

In today’s economy there are so many talented professionals who have been pushed back into the workforce pool – so if this one is you – then don’t be ashamed to simply explain that you were a part of a downsizing. If you were fired for performance issues, it’s best to merely say you “parted ways” and refocus the discussion on how your skill set matches the current position.

It’s vital when you answer this question to highlight what you’ve been doing during any period of unemployment. Freelance projects, volunteer work or taking care of family members all let the interviewer know that time off was spent productively.

5.Why should I hire you? What sets you apart from other applicants?

And as if by magic – that is the next question….

The interviewer is trying to find out if you are actually ready for the job, Do you fully understand what it entails, how you could handle it and your willingness to work hard.

You must prepare this answer. Go back to that CV and cover letter and pick out key areas in your skillset that are particularly relevant to the role. Review the job spec and requirements very closely and choose areas where you can match your experience, career progression and achievements to those areas. Discuss YOUR specific talents – but keep it relevant to the role in hand. And back it up – a proven track record of results added to your best matched qualities.

Your job here is to demonstrate why you are the most qualified candidate – and have the evidence to back it up!

Being properly prepared for these questions will help you enter the interview room calmly and ready to deal with whatever is thrown at you.Interviewers are looking for someone who not only WANTS the job, but who has done their homework and is ready to hit the ground running.They don’t expect you to have every answer – but they do expect you to have done some research and be willing to apply yourself. Being interview ready shows your commitment and the type of person you are, far better than a CV!!! For more in-depth tips on how to prepare for interviews have a read of our previous post. Top 5 Interview Mistakes to Avoid

6 Tips to Retain Top Talent

6 Tips to Retain Top Talent

The world of the Poacher is on the Increase.Top Talent is becoming a rare commodity and companies are out to snatch the talent while they can!

On the face of it – the solution seems simple – “ if we pay more.. they will stay..”

But the reason people leave is rarely about the money! In fact – financial reward is far lower on the charts than most people would believe. Take a look back at Maslow’s hierarchy of needs  – and Money sits just above the most basic of human needs. It sits in the safety zone, meaning that once you have enough to ensure that you can provide food, shelter etc that your need is inherently “satisfied” – your happiness does not continue to increase exponentially the more money you earn! The trick is to pay “enough” (and by that we do mean fair compensation!!) that your employees finances aren’t causing any negative issues. But what makes people loyal is a little more complicated.

Many companies do understand the fact that retaining good people is less costly and far less time consuming than recruiting good new people. This issue generally worsens when budgets are tight and we all know how that feels in the last 5 or so years!! But it’s amazing how many companies don’t actually practice what they preach or have any kind of retention  strategy in place.

When you lose “top talent”, you’ll have to find another, and meanwhile your business can suffer a lack of performance which, right up until the time you’ve got the new person in place, can prove very damaging.

Get this bit right – and you will be rewarded with loyal employees who are happy to ignore the poacher at the end of the phone offering more cash. Get this bit right and your employees will know that whilst an extra £100 a week is nice, being valued is priceless!

1.Fairness – The bottom line in retention is fairness. Equal opportunities  and  no favouritisms is a good starting point. Salaries need to reflect performance. Be aware that your staff can (and will) discuss all these things. If you are paying unfairly, rewarding unfairly allowing time off unfairly – you will get found out. A staff member who feels short changed won’t just be looking to leave.. they will also be causing unrest while they stay. Stay fair, honest and open and keep your staff involved!

2.Challenge – Great talent is hard wired to want to improve! This is a wonderful thing – if you harness it correctly! The smart leader will recognise this need in his / her employees and allow them the freedom to change and Innovate. Engage their creativity. Let your staff have a voice – some of the best insights come from where you may least be looking! A bored employee will soon find something or some other company to provide them the challenge they need to maintain focus.

3.Development – Skills development is crucial to employee retention and business development. In this case it really is a win-win. Develop your skills base and the business becomes more able. Develop your staff and they feel happier and motivated. An employee who is given the room to grow within a company is much more likely to stay loyal and look for a “career progression” internally – in a place they feel supported and valued. They will want to put that skills development back!

4.Recognition – The best leader is one who gives the credit rather than takes it. Think back to the last time you were actually recognised for what you were doing well. Acknowledgement of a job done well can often be a great reward in itself. We can all remember those BAD bosses who cheerfully took the credit for their team, and failed to mention who had actually delivered the project.. that kind of resentment only increases over time – and then leads people to start looking at what’s being offered elsewhere. Take Notice. Praise WHERE it’s due. It’s that simple. And – if that recognition can actually at some point be a “something” – a bonus, some time off when it’s least expected etc… then this all helps build loyalty. Its VALUE added!

5.Leadership –  Most people don’t leave a company.. they leave their boss!! If you aren’t leading your team, then a disconnect between you and your staff will occur. Stand up and be counted.

6.Commitment – Keep your promises! There is little that can break down trust faster than not doing what you say you will! Leaders not accountable to their people, will eventually be held accountable by their people

So – now its time to take a really honest look at your employee retention strategy!

Are you doing enough to keep your Top Talent? And why are we, as a recruitment agency bothered about this??? Well – because we at Saxus believe that your retention strategy actually starts with an effective hiring process!  Making sure that you choose candidates who are a good fit for both the job AND the organization: Be sure to determine what competencies and skills are needed for success, and then use a solid hiring  process to identify individuals who possess these characteristics. The reward is a strong employee retention rate and also with loyal employees who contribute to your organization’s success – for the long-term.

It’s how we hire our own team. Now can we help you with yours??

 OUR CONTACT DETAILS

Tel: 0207 953 9760

Mobile: 0780 1631 481

Email: msmith@saxus.co.uk

JOB DESCRIPTION: A UK based software and services company that provides systems to the financial services market with an international client-base is looking to add a C# Developer to their current team.They are seeking a developer to work with the Development and Support group on their leading edge financial applications. Candidates will be considered with

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