Spring Lake, NJ (PRWEB) October 19, 2011
Business owners have already begun to see an increase in business and may already be in a position where they need to add staff. Well guess what? So does their competition. According to Casey Alseika, a Partner with the Accounting & Finance Recruiting Firm of WatsonBarron LLC, an expert in employee retention and recruitment “The first place effective managers look for new talent is in the cubicles of their competitors”.
Welcome to Talent Wars! It’s not a new TV series; it is the reality businesses will soon be facing. It will be much like the talent shortage of over a decade ago, and it is happening sooner than most think. According to Casey Alseika, “those companies that make a conscious effort to increase the effectiveness of their managers will be the ones that are able to retain staff when the competition’s recruiters come calling”.
It’s rare for an employee with an effective manager to leave a company. Leadership, with the ability to develop and continually challenge staff, is uncommon. When top performers work for leaders that take an interest in their professional growth and provide the opportunity to advance, they seldom leave. It is commonly believed that money is the motivation behind most job changes, but Alseika states that 9 out of 10 top performers they recruit cite “stagnation” as the reason. “They reach a point where they no longer feel challenged and want to contribute in a more meaningful way”. Alseika believes that managers must communicate long term plans, the vision for their organization and show each employee how they fit into those plans. “People want to feel that they are contributing to the organization’s success and that they are a valued member of the team”.
Alseika states “Being an exceptional engineer or accountant does not equate to being an effective leader.” He offers the following advice to companies seeking to retain their best employees:
- Invest in management training courses for every level of the management team.
- Take a genuine interest in their staffs professional development and long term career goals.
- Find creative ways to provide staff with the challenge, exposure and experience they require to meet their professional development goals.
He adds “employees who are engaged in their work and believe their manager is interested in grooming them to take the next step in their career are far less likely to jump at an opportunity outside of the organization.”
Economic news may have companies believe their staff will be satisfied with a well-written review and a token raise. But the current Talent Wars may leave them conducting a lot of exit interviews when their company becomes a prime poaching ground for the competition.