Late last week we posted data that showed 2016 may be a great year for workers and that employers should take steps to try and retain their top talent. A new Gallup article basically says don’t worry about your top talent leaving – leaders are the least likely to consider a new employer. This is good news for retaining your managers, but bad news if you are looking to hire a talented leader.
In the article by Brandon Rigoni and Bailey Nelson, Gallup reports that “convincing talented leaders that your company is the best one for them can be a challenge. Gallup recently found that leaders — those who manage other managers — are significantly less likely than managers and individual contributors to be open to accepting a job with a different organization. Though 55% of managers and employees report that they are either actively looking for a different job than the one they have now or watching for job opportunities, only 34% of leaders in the workforce state the same.”
But what if you are really interested in going after a superstar at another organization and trying to augment your own organization with more top talent? How do you attract leaders?
Well Rigoni and Nelson named some excellent steps in their piece like offering autonomy and opportunities to working in a strengths-based culture. And others across the talent industry can provide bullet-pointed lists of dos and dont’s. Just Google it.
However one thing always seems to be clear when hiring talented superstars; the companies known for being great places to work don’t have to work as hard as others to attract talent. Talent seems to want to work for them.
If your organization is not a great place to work, will you ever be able to attract top talent? Without top talent, can you truly ever be a great organization?
