So let’s see, you are having trouble keeping good folks on your team, you are being torn apart on glassdoor.com, you are struggling with bringing in the best talent – let’s fix that.
First, embrace technology.As bad as a series of poor reviews on Glassdoor are, they are out there and not going anywhere.Acknowledge them, admit errors or mistakes.The more you try to downplay comments, the worse it gets.Kind of like pulling your shoe out of your mouth after you asked a woman if she was pregnant and she isn’t.Just admit that mistakes were made and you are working on them by changing….implementing…whatever you are doing – TALK about it.
Moving on from the obvious, let’s start re-branding the employee life at your company.Tell your story. Talk about starting in a garage with one employee and your cat.Talk about the pains you went through to get to where you are now and how excited you are about the road ahead.Brand the crap (very technical term of endearment) out of the story.People are attracted to the underdog, the rebuild, the growth.People want to make an impact, and you can make that work for you.
Building your employment brand is a tough road if you are starting in a hole.But you can redraft it and make it work.Everyone on the team needs to be on the same page. As the leader, make sure this gets done otherwise all this rebranding will be for nothing.Build your plan and begin to implement it.
This time around, instead of focusing just on Culture, focus on Performance as well.People want, scratch that, need to perform well to meet one of our most intimate desires – which is to succeed, to achieve, to move forward.However, when you design the performance matrix, make sure that you are holding people accountable to it and allowing for personal growth and goal achievement. This new road becomes your culture and it will be much stronger than before.
The face of talent is changing and if you are not willing to develop your people, you will lose them and it will not be pretty when they leave.Just read Glassdoor – there are tons of negative reviews of employers who were not willing to change.
Over the years, I have lost some really good people.“Good” in the sense that I would be happy to go have a beer with them on a Tuesday night, invite them over for poker night, hang with their families.We didn’t lose people because they got disgruntled, but rather because they outgrew us.And I am very much okay with that.Each person I have lost, I am still in contact today.Why, because we focused on developing them as a person. We matched them to the right position and developed them personally, helping them increase their known performance. We helped them become better at whatever it was they were trying to improve upon by joining our team in the first place.
Are you facing similar challenges?Then reach out to us and let’s start a conversation and see if there might be a fit.You can find us at blakesleygroup.com.