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PEOPLE FORWARD

The Situation Is Tough

An article in the May 26, 2010 Wall Street Journal states that we have crossed a threshold. The US Bureau of Labor Statistics has released a report that said more people are now saying “I quit” than are being fired. Voluntary terminations have now surpassed involuntary ones for the first time in about two years.

It’s About To Get Worse

In about mid 2011, another threshold will be crossed. Again from the USBLS – we will begin a situation where the available workforce will be less than the positions needed. When “Traditionals” finally have had enough, and ”Boomers” start retiring (or at least reducing their full-time availability), there are not enough “Gen X” and “Gen Y” to fill the void. And the gap is expected to increase for at least the next 20 years.

The Talent Tsunami

Many organizations refer to their employees as their “greatest asset.” But then treat them like commodities – something useful that can be turned to commercial or other advantage (American Heritage Dictionary) – usable, exchangeable, expendable. They fail to engage the resources that they have. Right now, many organizations have one person doing the work of two – even three! That's great for short term productivity, but how will you replace that person when they leave?

Don’t let today’s economy fool you! Your “best and brightest” are probably looking elsewhere right now. Your competition is hunting for them, and your people know their own value—especially if you don’t. The Journal also cites a recent study that is saying that up to 60% of the current workforce (including at least 25% of your "hi-potentials") are looking elsewhere for employment. Not moving up in their current organization, but out the door to another opportunity! What (or who) has caused this “undersea groundswell?” Organizations need to look no further than their own leaders. In an era of “bottom-line navel-gazing,” organizations have forgotten the resource that makes it happen. They have taken advantage of - and burned out - the very resource they need to keep to move forward. Mergers, acquisitions, restructures, down/right-sizing, and “doing more with less” might have been a good idea at the time, but it was very short-sighted thinking that is going to have long-term implications for many companies in the coming years.

Talent Gets Mismanaged – Even Ignored – And People Leave.

The money,” or “a better opportunity,” may be the reason they cite, but you have to ask yourself, “What caused them to start looking in the first place?”

There is an adage that says, "Employees join organizations, but they leave leaders." To them, the leader is the organization. Two studies recently showed that, based on exit interviews, the #1 reason employees change employers is "no relationship with the leader." Supervisors, managers, directors, even the "C" suite need to be consistently active in relationally connecting with the people they lead. If you don't, someone else will, and you lose the valuable talent you invested heavily in. How you treat your people during the tough times will have a profound impact on how they treat you in getting to (and during) the good times.

The Mission of JDLAKE.COMMUNICATIONS, LLC

Helping organizations retain the talent they don’t know they are about to lose.

Introducing: PEOPLE FORWARD

Not only do you have to hire smart, you need to create a workplace that people want to be a part of. In other words, start investing in their development in a way that says, “You are truly valuable to us and we want you to grow with us for the long term.” But it has got to be more than just words. It has to be your corporate culture!

Putting PEOPLE FORWARD in the hearts and minds of leaders

The rules have changed. Have you changed to accommodate them? To today’s workforce, “community” is important. Relationship-building is critical to retention. There are new work habits:

· Small, incremental goals with tight deadlines are motivational.

· Use their own tools/technologies/methodologies – or at least make sure yours are up-to-date.

· Leadership oversight with frequent feedback – both positive and developmental

Getting PEOPLE FORWARD in the organizational culture

You may have heard that today’s workforce is not interested in leadership. This is a myth. It is not that they don’t want to take on leadership roles – they are OK with it. It’s that they are “gun-shy.” They have seen what organizations do to their leaders:

· Asked to do the impossible with minimal resources

· The first to be “let go” if they don’t make the numbers

And they don’t want any part of it. The corporate culture of leadership has to change for them to buy-in.

Moving PEOPLE FORWARD in their professional development

Develop leaders from Day 1. A “Boot Camp” is a good start, if it doesn’t take too long and gets them on a clearly defined path. They want to know what will be required of them to get where they want to go in the organization – and some assurance it will be there when they arrive.

JDLAKE.COMUNCATIONS, LLC Is Ready To Help.

With over 20 years of helping companies create a relationship-building culture, we know what it takes to move an organization into a PEOPLE FORWARD mindset.

We can help you and your HR Group assess your current situation at the enterprise, division, segment, department, or even team level. Through the use of a variety of tools, we'll investigate the good, the bad, and the ugly. We'll determine the underlying causes of the situation and recommend solutions you can implement to get your organization thinking PEOPLE FORWARD.

Contact us today for an initial conversation.