Simply the Best: How to Lead, Hire & Retain Top Talent. – May 12, 2008
“Organizational values are an essential component of a well-managed business.”
It’s a constant for businesses large or small: know your values and half the battle is won. When examined, core values are really the secret to successfully operating businesses such as The May Co. Operations are influenced by not only defining the interaction with stakeholders, but also tie to recruiting, performance management and employee rewards. Whether you have the resources to fund a nationwide search or to only place a local ad, employees are best hired and retained when you can align them with the principles of your business structure.
“Attracting and retaining top talent” was lead by Krista Skidmore, Esq., SPHR, President, Flashpoint and Robert Grimm, Lecturer, IU Kelley School of Business. Their message was clear: know what you want before you hire and retain the talent you find by communicating your values. Once in place a clear, aggressive plan is a solid foundation to rely on when making decisions. Employees are relieved by a sound structure they can be confident to follow.
Ms. Skidmore and Mr. Grimm also offered personal insight on the most commonly stated number one challenge of executives: the succession plan. Whether you are facing employees close to retirement or proactively trying to plan for a worse-case-scenario, “Few organizations, particularly small businesses, were confident that they have adequate plans to address succession and other critical issues.”
“ Leadership for business success: Millennials”, presented by David Gorsage, President, Camp David, LLC and Tim Bennett, Instructor and Director, Career Placement Office, IU Kelley School of Business, focused on the increasingly popular topic of just how to handle millennials in the workplace. For many of the executives and managers leading today’s workforce the millennial generation appears to be a puzzle. Many times these younger generation workers seek a work life balance and employee perks that are uncommon to the values of the older employees. Instead of stating what they can do for a company, they often ask what the company can do for them, sometimes in the first interview.
Often thought of as lazy, over-privileged and needy of encouragement, managers find it hard to make a match with their company values and this new generation. It’s more of a translation issue though; this generation is confident, conventional and well educated. They were born in a time that encourages collaboration, communication technology and real time access to most everything. The questions that are asked are often to ensure their jobs will have purpose and offer a sense of security. In all actuality, these may be more fulfilled and self-actualized employees. Again, knowing your company’s core values and aligning your hires accordingly is the key to any good hire, regardless of generation.
The popularity of the Main Street Institute continues to grow and this seminar was no exception to the rule. In the feedback, many responders cited problems with recruiting and thought that the content was a fast-track solution to a large problem. Some attendees hoped that the sessions could have started earlier or ran a little longer, but overall the responses were positive. One attendee even citing, “the best 40 dollars I’ve spent in a long time.” All comments are appreciated as the Main Street Institute strives to provide relevant and useful seminars to the small business population.
