Solving Your Talent Problems May Not Involve Recruiting
A competitive labor market means companies must make sure they value and hold onto existing resources.
skills gap. Labour shortage. Great resignation. Attribute it to your will, but employers everywhere are battling the talent pipeline like never before, and the end of the disruption is still looming.
To meet the unique workforce challenges of 2022 and beyond, the most successful business leaders will focus on their current workforce and help them upskill, rather than frantically
searching for the perfect talent.
Considering your team may not be where you need to be right now (though it may be difficult to find top talent who will hit the mark), with the right leadership approach, you can help your people get there relatively quickly.
Here are five leadership resolutions for leading high-growth teams this year.
Valuing personal success
When employees believe that only some people are successful in your organization and others are not, there is no incentive to improve their performance. But if they can clearly see which behaviors you value, it will provide them with a roadmap for gaining your approval and achieving success.
Think about your employees who are considered top performers and respected in your company. What basic, replicable behaviors won them over? Maybe they always come prepared, go out of their way to help their teammates, and pay great attention to detail. Talk about these behaviors openly often and make them the center of your attention and praise. Rather than telling your team members to "be more like Jessica," your star employees, telling them to "check your work for errors as diligently as Jessica" is a more effective way to encourage growth.
Clear the path to success from the start
Everyone asks the same question on their first day on the job: "How do I fit in here?" If you don't establish behavioral expectations right away, you'll not only miss the most vulnerable windows, but you'll also create less-than-ideal new hires. behavior patterns that you must undo later. Instead, immediately immerse them in your behavioral expectations by pairing them with your best employees. They should consider your top performers the norm and want to be like them from day one.
Try creating a "treasure hunt" worksheet that focuses on the behaviors you value most. Encourage new hires to follow your top performers, look for these behaviors, and write them down. This motivates the people they follow to exhibit more successful behaviors than others, giving newcomers first-hand insight into how to thrive in your organization.
Let everyone get your approval
Great teachers drive classroom dynamics by speaking up where others have not. They draw their attention to positive choices, and when they see the tiniest of choices, they basically high-five. As a result, students began to crave more granular achievements and began to make incremental improvements, resulting in significant growth.
Likewise, leaders of high-growth teams are constantly looking for the little things they can identify to counteract limiting thinking and fuel their employees. Why is it so effective? We can either internalize blame (blaming ourselves) or externalize blame (blaming our environment or our boss) when we are underperforming. We can cultivate a fixed mindset of saying, "No matter what I do, I'm not going to win here", which becomes a catch-all excuse for not improving, not going the extra mile, not going the extra mile.
But when a leader's acknowledgment is as simple as "you wrote a great memo" or "thank you for being on time every day and I know your whole family is sick", these statements will tell your employees that they caused your Note that success in the workplace doesn't have to be a struggle every time. It gives us something to strive for - approval from the boss - which is a stepping stone to other successes.
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