Piazza’s Post

Finding and keeping the right talent is key to a company's success. It's not just about hiring; it's about connecting the right people to the right roles where they can thrive and help the company grow. This means understanding what makes our workplace special and making sure new hires fit well with our culture. It's about more than just skills; it's about shared values and visions for the future. This approach helps us keep our team strong and focused on innovation and success. In this article, they discuss how attracting and keeping top talent is crucial because the best workers are way more productive, especially in complex jobs. Many companies struggle with this. The key is to focus on crucial roles, and create a strong offer that truly reflects what it's like to work at the company. #retention #retentionstrategies #softwareengineering #softwareengineer #companyculture #talentacquisition https://lnkd.in/d8F5SitM

With 50% of professional and business services roles going unfilled, companies need to be more creative and intentional than ever in creating a #bestplacetowork. Building a #culture of recognition and offering clear growth opportunities helps retain #TopTalent, which is crucial in addressing this gap and fostering a more engaged workforce. Learn what our CEO has to say.

I’m pleased to have contributed the below article to Fast Company on shaping a #culture that attracts and retains top talent. Though some are experiencing the labor market as slowing, talent shortages are still a critical issue — 50% of professional and business services roles are going unfilled. Offering clear development and growth opportunities, and building a culture of recognition helps retain #toptalent. The article offers a few strategies to help leaders cultivate tomorrow’s talent today. What strategies or actions have you found most impactful for attracting and retaining top talent? Lisa Simpson Esmeralda Burak Paul Bilodeau Liisa MacLaren Natasha Beavers Nedra Johnson Alyce Mumbuchi Cynthia Emrich

Leaders have the power to shape company cultures that inspire employees to stay, grow, and thrive. Cheryl’s article highlights the importance of intentional leadership that fosters environments where innovation and inclusivity are prioritized. When employees feel valued and supported, they are more likely to contribute their best, leading to stronger teams and sustainable success.

Based on a study by Visier, 45% of workers whose tenure is less than one year resigned from their job. In another study, it was estimated that turnover cost US companies $630 billion dollars in 2020 according to Work Institute. I don't think any business leader would disagree that turnover is bad, but do leaders really know the high cost of turnover? SHRM stated that the cost of turnover could be as high as 90% to 200% of the annual salary for that position. That's a lot of cash coming out of your profits. There are a lot of ways to increase retention, many end up being superficial like the sweet game room with a ping-pong table. It might get people excited for a while, but it won't grow retention over the long run. One tactic that truly will work is having a strong company culture, but one that is anchored in a people strategy. At Talent Plus, Inc. we help you focus on building great teams by helping you discover their talents, or natural abilities. We help get insights that can be used to select people who will be top performers in their role. We help you understand the best strategy to motivate and develop your people in a way that is customized to the individual's values. When you prevent hiring or promoting people who don't have the abilities to be successful in a role, you'll find happier, more productive and engaged employees, leading to a stronger positive culture...leading to profitability (that's a heck of a lot sweeter than that ping pong table). If you really want to strengthen your retention, invest in your people strategy. If you expect ROI on that investment, we should talk. #turnover #retention #talentmanagement #behavioralassessment #assessment #talentassessment #companyculture #culture #peoplestrategy #talentacquisition #careerdevelopment #leadershipdevelopment #development #businessstrategy

Attracting and retaining top talent requires a focus on growth, recognition, and empowerment. According to the U.S. Chamber of Commerce, there were only 84 workers for every 100 open jobs in June 2024. Leaders must shape #cultures that support career development and #innovation. Our CEO, Cheryl Stokes, shares how companies can address talent shortages and drive long-term success in her Fast Company article: https://hubs.ly/Q02PfByY0

With 50% of professional and business services roles going unfilled, companies face ongoing talent shortages. Building a #culture of recognition and offering clear growth opportunities helps retain #TopTalent, which is crucial in addressing this gap and fostering a more engaged workforce. Learn what our CEO has to say.

Why Look Outside When Your Next Leader Is Already in the Building? How many times do we see companies scramble to fill a position externally, only to realize they had the perfect person already in-house? It happens more often than we care to admit. I’ve seen it firsthand—teams miss out on talent right under their noses because they’re too busy searching elsewhere. Here’s the thing: it’s not always about a new title. Sometimes, it’s about growth in other ways. When you give someone the chance to lead a project, take on a new responsibility, or even offer them a stretch role, it not only keeps them engaged, but it also tells them, "I see your potential." And isn’t that what retention is all about? Why wait for a vacancy to appear when you could be cultivating your next leader internally? Now, let’s talk about cost. Hiring externally? It’s expensive. There’s onboarding, training, and the risk that they might not fit the company culture. On the flip side, promoting from within? You’re investing in someone who already knows how your business operates. It’s less risky, more cost-effective, and fosters loyalty. Isn’t that what every business wants? So, here’s my take: if HR is truly serious about promoting from within, they shouldn’t even advertise the position until every internal candidate has had a fair shot. Give them 30 days to apply before opening it up to the outside world. Not only is it the right thing to do, but it’s a win-win. You grow your team, you reduce turnover, and you send a clear message: we believe in you. At the end of the day, building leaders from within doesn’t just fill a vacancy—it strengthens the foundation of your company for the long term. Why look elsewhere when your future leader might be sitting in the next office over?

A while ago, during my MBA, I conducted a consultancy project on how to attract and retain talent. As I reflect on those findings some years later, they still resonate with me personally, and I see their importance every day. Three key themes stood out: 1. Well-crafted jobs: These are essential because they provide clarity, purpose, and a sense of fulfilment. When roles are designed thoughtfully, employees understand how their contributions fit into the bigger picture, which leads to higher engagement and longer tenure. 2. Recognition: While rewards may bring people in the door, it’s recognition that truly makes them stay. Feeling appreciated for one’s efforts boosts morale and reinforces a culture where individuals feel valued. It’s the ongoing acknowledgment that fuels motivation and fosters loyalty. 3. Balancing flexibility, culture, and social capital: Flexibility is a huge draw for talent today, but it’s equally important to maintain a strong company culture and build relationships. This balance ensures that people feel connected to both the mission and their colleagues, which in turn strengthens retention. As I continue to progress in a leadership position, I make it a priority to acknowledge my team and colleagues for their efforts because I know how powerful it is to feel seen and valued. What might seem like a small gesture can have a profound and lasting impact on performance, morale, and overall job satisfaction. At System1, we do an excellent job of embedding flexibility into our work culture, while also recognising the importance of coming together as a company to build meaningful connections beyond our day-to-day tasks. I’m looking forward to our upcoming global gathering to meet new colleagues, strengthen relationships, and share experiences in person. What about you? What’s the biggest factor that attracts and retains you? I’d love to hear your thoughts! Claire Lovell Emma Cooper Ana Claudia Celis Cathy Daverin Robin Maitland Andrew Tindall James Gregory

👩💼Retention of executive talent is key for any company to stay competitive. Creating a strong executive retention strategy is important to ensure your company has the best talent available. 📈 Here are some ways to retain top executive talent: 💡Create opportunities for professional growth. Top executives are always looking for ways to improve their skills and gain more experience. Providing them with challenging and meaningful projects allows them to develop their skills and stay engaged. 🤝Provide competitive compensation and benefits. Making sure that your executive team is fairly compensated for their work is a great way to keep them motivated and loyal. 🤝Foster a positive work culture. Creating an environment where executives feel respected and rewarded for their hard work will go a long way in helping them stay with the company. #executiveretention #talentretention #retentionstrategy #slaytonsearch #executivesearch