How to Develop a More Stable and Talented Workforce
On a 1-to-10 scale, how important do you think it is to attract and retain top talent to fulfill the mission of your organization?
Attracting. Retaining. Rewarding. Promoting.
Imagine using these four powerful, proven steps to find, develop and keep the kind of outstanding talent needed to fulfill your organization’s mission and improve the health of your workplace culture.
Here’s how Giselle Jenkins, Director for Consulting Services at the Best Christian Workplaces Institute, lays out this logical, four-part sequence:
“Outstanding Talent is the third of the eight culture drivers that make up BCWI’s FLOURISH Model that has transformed the workplace culture of hundreds of organizations across the U.S. and the world. Outstanding Talent is all about highly qualified people with the necessary calling, character, competence, chemistry and contribution that lead to the high performance needed to help an organization meet their goals and make a significant mission impact.
“Outstanding Talent includes:
“Step one:
“Next, to build a strong, onboarding plan, stick with the words of respected analyst and author Price Pritchett, who famously said, “Find good people and glue them to your organization.”
Master “These five essentials, and you’ll increase the likelihood of holding on to Outstanding Talent:
[shareable cite="Giselle Jenkins"]360 reviews can widen the window of an employee’s self-knowledge and leadership development.”[/shareable]
“Who doesn’t want to feel affirmed by doing great work? You’re more likely to see outstanding talent grow, improve and excel on the job when you reward people by:
“What seems like a no-brainer for advancing outstanding talent can actually help sustain and ensure the future leadership of your organization when you:
What’s the cost of not attracting, retaining, rewarding and promoting your top talent? Research shows it will likely cost your organization at least one-third a person’s salary if he or she decides to leave.
Can your organization afford to let this happen?
Consider Giselle’s four-step alternative that comes with a built-in, easy-to-remember acronym: ARRP. Not that kind of AARP which signals retirement, but rather the ARRP which you can put to work right away to help ensure a pipeline of ongoing, outstanding talent that can keep your organization thriving day after day and year after year.
Which of these four essentials—attracting, retaining, rewarding, and promoting top talent—are already working in your organization? On the other hand, which of these four is lacking, perhaps even absent in your workplace culture?
“The Eight Ways to Build a Flourishing Workplace,
“How to Develop World-Class Talent”
Peter Greer, President/CEO
Hope International
Lancaster, Pennsylvania
On a 1-to-10 scale, how important do you think it is to attract and retain top talent to fulfill the mission of your organization?
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