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Hiring and retention is not HR’s responsibility. It’s the manager’s.
If you can’t “find good people” or retain them, the issue lies with you, not HR. Sure they can support your efforts but it’s on you to build a team people want to join, provide meaningful work....
If you can’t “find good people” or retain them, the issue lies with you, not HR. Sure they can support your efforts but it’s on you to build a team people want to join, provide meaningful work....
...create a psychologically safe environment, provide appropriate incentives and reward collaboration and learning.
People come to work with and for you, not for HR.
Offer rejections and voluntary churn are symptoms of a system that isn’t generating the right outcomes...
People come to work with and for you, not for HR.
Offer rejections and voluntary churn are symptoms of a system that isn’t generating the right outcomes...
...and if you think the impacts of that broken system are limited to your internal culture alone, you’re mistaken. Word gets out. People talk. Experiences get shared and very quickly organizations gain reputations...
... “You go to war with the army you have, rather than the one you wish you had” is BS in the workplace. Unlike the army, people have a choice of workplaces. If you don’t have the right people applying to or staying at your company ask them why...
...every rejected offer or exit interview is a learning opportunity. “What could we have done better to get your stay/join us?” Guaranteed you’ll start to hear clear themes.
Yes, culture is global to the org, but there are micro cultures as well...
Yes, culture is global to the org, but there are micro cultures as well...
...look around your org for teams that work well together, that retain their staff and that recommend their friends to work with them. Be humble and reach out to those managers. Ask, “What are you doing to make your folks successful?” Ask the team members too...
...the talent market has gone global in the pandemic. You can literally hire anyone from anywhere. This means that the diversity of the talent pool is the greatest it’s ever been. Broaden your horizons. Explore and experiment more broadly. Challenge your team’s status quo...
...make it a point to listen and learn from your folks. Make the local changes that you can and escalate the ones beyond your sphere of influence. But most of all, own this as a leadership responsibility and stop passing the buck to HR. /fin
