Locating, hiring, and retaining excellent team members has become more complex than ever since 2020 and Covid. A great team is critical to your company’s success. Don’t miss these steps to make sure you’re leveraging the best talent.
Numerous factors dictated this change, not that it was simple in the first place. So what makes you and your organization stand apart?
- How do you secure the talent you need?
- Would you want to work at your Company?
In short, Companies that are winning the talent game are investing more in the development and growth of their teams.
This not only keeps people around, but it’s clear, while not overt, signs to potential employees that you care about their personal and professional growth.
The people you want to stick around find value in that and know they’ll reap the benefits alongside your bottom line.
As Growth CFOs, we use these strategies all the time and encourage our clients to do the same. So let’s unpack this win-win investment scenario.
Collaborate Between Departments
Gestures go a long way in creating group adhesion. Do you host lunch meetings or offsites to create an atmosphere where your team may learn from one another? What about weekly sessions to align, communicate, and collaborate?
Soft skills such as wishing everyone a Happy Birthday and a Happy Work Anniversary are zero-cost ways of showing that you care.
A consistent meeting rhythm is a low-cost, effective way to educate your team as to what is going on, measure workload, assure alignment with key priorities, share ideas and collaborate as a team.
On top of every survey we are aware of, teammates want to be heard! Really heard. What also exists are opportunities for people to get to know each other on a more personal level.
At the end of the day, everyone’s work collaborates toward the same goal of the company: furthering growth. Even if two separate employees never naturally cross paths, getting them to become more acquainted can lead to exponential insights that can influence their work separately.
If you’ve been wondering how to bridge the gap, start here. You’ll be surprised what other ideas arise – for collaboration and otherwise – by just putting your best minds in the same room.
The best tip is to plan an agenda or topic for each week. The conversation will propagate on its own, but having an objective, especially at first, will get the ball rolling.
Start Adding Outside Talent
If you’re a regular reader of our Growth CFO content, you’ll know this is our “MO”.
Webinars and educational conferences are great for any team. Taking it one step further: paralegals and case managers, for instance, can hugely benefit from bringing in outside expertise to speak. As CEOs, we have a nearly unlimited learning library and event invites in front of us. Most rank & file do not.
Think about the budget you have in place for 2023 dedicated to employee development, possibly on a quarterly basis.
Get People Certified
Let’s continue with the paralegal example. Most owners are familiar with Continuing Legal Education (CLE) for attorneys. Like with that situation, you can invest in certifying team members. Bookkeepers offer to cover the costs for them to become QuickBooks certified, or whatever accounting or ERP you may use at your company.
Employees ranging from writers to case agents can attend certification sessions in-house (especially if you set up the right infrastructure) to learn, better their work, and strengthen their prowess.
If in doubt, ask!
We are often surprised when our clients ask their employees in what areas they would like to up their game. The investments pale in comparison to the benefits received.
This is a clear way to gain a significant edge in the fierce competition for top talent.
Make the Investment
With everything mentioned above, it will be easier to understand what people are thinking. So keep the momentum up and an ear open. It requires some effort upfront, but once you employ some of these strategies, the talent success plan becomes more clear. It’s also a great use of your growth capital!
Foresight is here to help. If you would like to begin a discussion with our CEO, Kirk W. McLaren, feel free to use this link to Schedule a 25 Minute Discovery Call.
