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Chairman, GDS International
Sales and the 'Talent Magnet'
A lot is written about being a ‘Talent Magnet’, either as a company, or as President. It’s all good practice – listen, mentor, reward, provide clear goals and career maps. Good practice for the employer, but what about the employee?24 May 2011
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Posted: 02 June 2010 @ 16:34 | Updated: 03 June 2010 @ 15:13
Well-timed topic and a good summary of major research around the subject.
I agree with the premise of the author and believe that many companies will experience a mass exodus of employees as the job market begins to get healthier. During the toughest times, after repeated rounds of layoffs and budget tightening, the remaining workers resigned themselves to unsatisfying and stressful jobs because there were no alternatives - you felt lucky to have a job, no matter how much you disliked it(or your boss, or the company). Workers fatigued from being over worked (and under appreciated) are looking to getting a fresh start elsewhere.
It's probably too late to rescue the morale of workers that share this mentality - and it's a shame. Most of them were retained during workforce reductions because they were the BEST employees. In such a marketplace, companies that embrace a culture of recognition and reward employees for performance will have a huge advantage in recruitment.
http://www.loyaltyworks.com