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How to attract, satisfy and retain talent
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The rocket science of employer value proposition, Carl Zide

The rocket science of employer value proposition, Carl Zide | Employer Branding News | Scoop.it

No, there is no rocket science to design an employer value proposition. Every company has one, designed by the company or by accident. Design by accident is by far the most common strategy among companies. Most companies don’t bother. Why should you?

Your company has a vision and goals what to do and how to accomplish it. You offer selected people work within your organization to fulfill the vision and the goals. But what you offer people is not just work, you offer them a employer value proposition. The employer value proposition consists of:

    * Compensation: salary, pension, insurances, breakfast, lunch, free soda etc
    * Professional challenge: demanding tasks, great colleagues, an engaging company vision, an exciting industry etc
    * Professional development: regular and planned training, development, mentoring, coaching, career possibilities, great managers to support individual growth etc
    * Social activities: Friday fika, Thursday beer, fossball table/Playstation/Xbox, company trip, poker events, Christmas party, sport activities like football, running, kayaking, fishing etc

 
Employer value proposition important
The goal for the employer is to convince the employee candidate that this specific value proposition is as tasty as possible and that the components in the value proposition support the recruitment, satisfaction and retention of the key employees.

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Building a rewards & recognition program: One size does not fit all, Chris Vyse OC Tanner

Building a rewards & recognition program: One size does not fit all, Chris Vyse OC Tanner | Employer Branding News | Scoop.it

A good way to start is by working through a solution design process. Do a thorough assessment of your current recognition state by reviewing relevant employee survey data, conducting focus groups and executive interviews. Next, conduct a facilitated design session where you bring all your key stakeholders together.

 

- Alignment and impact: aligns with your goals, objectives, mission, vision, and values.

- Leadership development and training

- Communications – Keep recognition top of mind

- Measurement and assessment – Focus on metrics to drive ROI and validate to your key stakeholders that strategic employee recognition is good business

- Awards – What award currency works best for you? Frequency and reach.

- Ongoing impact management – Review and fine-tune to meet your changing needs.

- Technology – Recognition program–dashboards to track activity and results in real-time

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Are You Really Serious About Improving Morale? by David Lee

Are You Really Serious About Improving Morale? by David Lee | Employer Branding News | Scoop.it

Business objectives that relate to your company’s success, such as increasing quality, productivity, and customer loyalty, while reducing turnover, absenteeism, and safety related costs, are all influenced by employee morale. Therefore, keeping morale high should be on every manager’s radar screen.

 

- Are You “Being Penny Wise and Dollar Foolish” … or Just Plain Delusional?

- Are You Trying to Solve an Experiential Problem With a Goodies, Gimmicks, and Gala Events?

- Would You Use This Approach In Your Personal Life?

 

1. Remember That Goodies, Gimmicks, and Gala Events Are The Frosting, Not The Cake.

2. Make Sure All Managers Understand “It’s the Little Things, and Every Little Thing Matters”.

3. Most of the Answers Are Within You and Your Workforce… So Ask.

4. Be Willing To Look In The Mirror – Especially If You’re At The Top.

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You Can Make Their Day: Ten Tips for the Leader About Employee Motivation, Susan M Heathfield

You can make their day or break their day. Your choice. No kidding. Other than the decisions individuals make on their own about liking their work, you are the most powerful factor in employee motivation.

 

- Use Simple, Powerful Words for Employee Motivation

- For Employee Motivation, Make Sure People Know What You Expect

- Provide Regular Feedback for Employee Motivation

- People Need Positive and Not So Positive Consequences

- It Ain't Magic. It's Discipline.

- Continue Learning and Trying Out New Ideas for Employee Motivation

- Make Time for People for Employee Motivation

- Focus on the Development of People for Employee Motivation

- Share the Goals and the Context: Communicate for Employee Motivation

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9 Things That Motivate Employees More Than Money, Ilya Pozin

9 Things That Motivate Employees More Than Money, Ilya Pozin | Employer Branding News | Scoop.it

The ability to motivate employees is one of the greatest skills an entrepreneur can possess. 

 

- Be generous with praise.
- Get rid of the managers.
- Make your ideas theirs.
- Never criticize or correct.
- Make everyone a leader.
- Take an employee to lunch once a week.
- Give recognition and small rewards.
- Throw company parties.
- Share the rewards—and the pain.

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Is your organization at peak performance? by Ragan

Is your organization really performing at the highest level? The answer isn’t simply a matter of yearend profits; it depends on factors like culture, retention, stability, innovation—and the list goes on. Look for these indications of a healthy, high-performing culture in your organization:


• Ownership. 
• Morale. 
• Authority. 
• Accountability. 
• Helpfulness.
• Positivity. 
• Solutions. 

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Probe performance issues with these questions, Ragan

Get to the bottom of the situation by asking questions on these important topics:
• Job satisfaction.
• Purpose.

• Confidence. 
• Personal life. 
• Commitment. 
• Training. 
• Guidance. 
• Goals. 
• Recognition. 

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How good managers keep their workers smiling, Arte Nathan

How good managers keep their workers smiling, Arte Nathan | Employer Branding News | Scoop.it

I once had a colleague ask how we trained our employees to smile. I told him we didn’t. We hired the people who smiled during the interview, and then told them to just keep smiling when they worked.


Now here’s the story about what good managers can do to keep employees smiling.

 

Welcome employees — everyday!
Give them a warm initial welcome.
Follow the golden rule
Explain “why”
Catch people doing things right
Ask questions and really listen to the answers
Be fair

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Why Large Companies Fail To Keep Their Best Talent, Eric Jackson

Why Large Companies Fail To Keep Their Best Talent, Eric Jackson | Employer Branding News | Scoop.it

Big companies are notoriously bad at keeping their best people. Here's why Dilbert lives in most big companies.

 

1. Big Company Bureaucracy. 

2. Failing to Find a Project for the Talent that Ignites Their Passion. 

3. Poor Annual Performance Reviews. 

4. No Discussion around Career Development. 

5. Shifting Whims/Strategic Priorities.

6. Lack of Accountability and/or telling them how to do their Jobs. 

7. Top Talent likes other Top Talent. 

8. The Missing Vision Thing. 

9. Lack of Open-Mindedness. 

10. Who’s the Boss?

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What Employees Really Want—and 4 Ways to Deliver it, Rieva Lesonsky

What Employees Really Want—and 4 Ways to Deliver it, Rieva Lesonsky | Employer Branding News | Scoop.it

How can you keep employees engaged, satisfied and loyal to your business? These questions are more important than ever in today’s challenging economy. Few small businesses can afford to lose a key employee to the competition, or to spend valuable time searching for, interviewing and training replacement workers.

 

With employees feeling stultified by the lack of advancement opportunities and vanishing salary increases that accompanied the Great Recession, you might think offering them more money—higher salaries, raises or bonuses—is key to keeping your staff happy. You’d be wrong.

 

What employees really want is recognition:

- Do it all year long. 

-Avoid favoritism. 

-Be inclusive. 

-Value employees as people. 

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"Marketing is dead" says Saatchi & Saatchi CEO, Richard Draycott

"Marketing is dead" says Saatchi & Saatchi CEO, Richard Draycott | Employer Branding News | Scoop.it

“Management is dead. To win today you need a culture and an environment where the unreasonable power of creativity thrives. Ideas are today’s currency not strategy. Martin Luther King did not say ‘I have a vision statement’ did he? He had a dream. You have to make sure you have dreams and your brand also needs a dream.”

 

“Business leaders need to become creative leaders. We need to change the language of business. Who wants to be a Chief Executive Officer? It sounds like you work for the government and who would want that? Being a Chief Excitement Officer would be better, don’t you think? The role of a good CEO is to get people to buy into their dreams and their company’s dreams.”

 

“The big idea is dead. There are no more big ideas. Creative leaders should go for getting lots and lots of small ideas out there. Stop beating yourself up searching for the one big idea. Get lots of ideas out there and then let the people you interact with feed those ideas and they will make it big.”

 

“Leaders need to become emotional thinkers. The difference between rational thinking and emotional thinking is that rational thinking leads to conclusions and meetings and more meetings. Emotional thinking leads to action.”

 

“There are three secrets to emotional thinking – mystery, sensitivity and intimacy. It is a lot about story telling. Brands need to tell stories on their websites, on their packaging and so on. Make sure your brand and company has a smell, it has a sound, it has a feel and an intimacy with people. Think about how you can build empathy. It is the small things that count and how consumers feel about our brands that count today.”

 

“Marketing is dead. The role of marketing has changed now. There is nothing new anymore. If marketers are just hearing about something going on then it is already old in today’s world. The further up in a company you go the stupider you become and the further away from new things. Speed and velocity is everything today. Marketing’s jobs is to create movement and inspire people to join you.

 

“Everyone wants a conversation. They want inspiration. Inspire people with your website. Don’t just interrupt, but interact. Asking about Return on Investment is the wrong question today. You should be asking about Return on Involvement.”

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How to Create Positive Morale in the Workplace

How to Create Positive Morale in the Workplace | Employer Branding News | Scoop.it

Creating positive morale in the workplace is often overlooked in a business environment, even though it's crucial to sustaining customer relationships and loyalty, reducing staff turnover and completing projects. Developing a process by creating lead indicators can help build company morale.

 

1. Communicate company goals, win their buy-in

2. Consider having daily huddle-ups or discussions with departments. 

3. Create scorecards for the lead indicators.

4. Celebrate/recognize successes. 

5. Do not leave anyone out of the loop.

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Seven Ways to Improve Company Morale, Condley & Co

Seven Ways to Improve Company Morale, Condley & Co | Employer Branding News | Scoop.it

Higher compensation and other tangible perks may entice workers to expend greater effort. But those measures can only go so far before the same or similar problems are likely to resurface. 

 

1. Find out what motivates your employees. 

2. Establish a connection between the company’s mission and individual goals. 

3. Give your employees the resources they need. 

4. Create a team spirit within the organization. 

5. Communicate, communicate, communicate. 

6. Hold employees accountable. 

7. Take your leadership role seriously. 

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How to Improve Company Morale Without Spending Money

How to Improve Company Morale Without Spending Money | Employer Branding News | Scoop.it

Company morale is a key indication of employee satisfaction. Employers dream of having smiling employees who arrive to work early and motivated to produce results for their employer.

 

1 Determine what motivates employees through a survey.

2 Communicate how the company's vision and mission connect to individual employee goals.

3 Instill a sense of confidence in the company's ability to provide resources for employees to succeed.

4 Use a company mascots, casual dress day or themed apparel to promote a sense of team spirit. 

5 Lead by example. Model the behavior you seek in your employees.  

6 Promote open communication. 

7 Hold employees accountable.

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Strategizing your Employment Value Proposition, GoodJob

Creating and producing a winning employment value proposition (or EVP for short) are critical steps towards achieving a strategic advantage in the labor market. A smartly-structured EVP tells your “story” to potential candidates, and what you promise in terms of opportunities for internal growth, benefits, the high level of the workforce and managerial staff, the significance of the product or service, and the general corporate culture. In other words, it is your elevator pitch, in which you spell out the unique value you offer as an employer (a “what’s in it for me” pledge).

 

1. Work Environment
2. Opportunities for Personal and Professional Growth
3. Organization
4. People
5. Immediate Incentives

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5 basic ingredients of a social company, Marie-Josée Gagnon

Like any talented chef will tell you, great meals are based on quality ingredients. To become a social business, there are several recipes that principally, but not exclusively, use social media. Here are the five basic ingredients.

 

Culture. 

Recruitment. 

Organization.

Listening or observation. 

Courage. 

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Why You Need a Talent Strategy, Michael Haid

Why You Need a Talent Strategy, Michael Haid | Employer Branding News | Scoop.it

Talent is the No. 1 impediment to or success factor in executing the business plan. Led by the CEO, a talent strategy must:
1. Articulate a comprehensive vision of where the company wants to go, what unique value it delivers and what effects it wants to have.
2. Organize work structures to unleash the knowledge, innovation and creativity of every employee to achieve that vision.
3. Examine, understand and deliver what employees want from their employer and work environment.

 

Components of an Integrated Talent Management Plan

1. Assess talent.

2. Develop leaders.

3. Implement and align strategy.

4. Engage employees.

5. Align the workforce with business needs.

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Preventing the Loss of Key Talent, Edward E Lawler III

Preventing the Loss of Key Talent, Edward E Lawler III | Employer Branding News | Scoop.it

What kind of practices do organizations need to adopt in order to increase their agility and position them well to profit from the recovery? In order to be more agile, they need to adopt talent management practices that allow them to change the skill set of their employees and motivate them to change their behavior. They should not be adopting practices that are focused on retention.

 

The key practices that will accomplish great agility include abandoning the traditional job description approach to talent management and adopting a skill based pay system that includes pay for skills and skill acquisition.

 

A market pricing approach is needed that will reflect the individual’s value in the market, not his or her job’s value in the market. Skill based pay does a much better job than paying according to “what their job is worth” of retaining those individuals who are critical to the organizations skill needs.

 

Jobs don’t have a worth; individuals do, and at a time of economic expansion it is particularly important that individuals be paid what they are worth in the market.

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Recognition Increases Retention & Performance, Derek Irvine

Recognition Increases Retention & Performance, Derek Irvine | Employer Branding News | Scoop.it

Without a truly strategic recognition program, you’re likely not doing all you can to retain employees, help them achieve and sustain maximum productivity, and engage them in your culture.

 

Surveying office administrative personnel, the survey revealed:

- 66% would leave their current position if not shown appreciation by their manager
-67% say receiving recognition greatly or somewhat improves their performance
-93% of employees saying receiving formal recognition helps motivate them to sustain high performance.

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Why Employer Branding Matters, Bob Kelleher

Why Employer Branding Matters, Bob Kelleher | Employer Branding News | Scoop.it

Why do people stay with your company?

Why do people want to work for your company?
Who are your stars; what are the common behaviors and traits that your stars possess?

 

What do BMW, Apple, and Southwest Airlines have in common?

 

They are all exceptional at linking employment and product brand. Apple hires the most creative people to make the most creative products. BMW hires people who are driving enthusiasts to build the ultimate driving machine. Southwest Airlines hires people who have “fun” in their DNA.


These three companies also excel at a practice I call tri-branding. In addition to linking both product and employment brand, they also get their customers to sing their praises or live their brand. For instance, I’m a Droid user, and I continue to be surprised at the number of iPhone friends who take delight at “trumping” my Droid apps with their own Apple apps. They’re actually living the Apple brand.

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