Why Employee Retention is Your Most Competitive Advantage

Companies need to understand that the competition is no longer just a niche startup disrupting their industry or one of the big 5 monopoly companies taking over every facet of customers’ life. It will be any company in an industry with competent people for its workforce if they want success long-term because this has become more important than ever before given how quickly technology changes and new ideas come around frequently these days!

In the 21st century, companies must be innovative if they want to succeed. In a world where attackers have advantages due to their continuous pickiness and legacy burden from McKinsey’s Three Horizons Model no longer applying it’s time for firms not only to show that they are improving but also to do so quickly before competitors catch up with new ideas. A workforce that is required to transform all the dimensions of an organization:

• Behaviours
• Structure
• Talent
• Systems & Tools
• Culture & Values
• Process
• Vision, Mission & Strategy
• Knowledge, Skills & Attitude

It never ceases to amaze us when we see companies think and act as if people are pawns that can be placed anywhere without questions; it loses good employees in droves without consequences or understanding of what’s needed for the company. The hiring process should start with selecting someone who will make an impact on your team, but instead many organizations just copy+paste resume from online services like LinkedIn hoping one of them would become their next star worker – this is not how things work! 

When you’re looking into new blood at every level (from entry-level positions all way up top), there needs something different: personalized searches based on specific qualifications so potential candidates know exactly where they stand before applying–and then only accepting applications.

Finding the right people is a challenge

Companies need to focus on the importance of their workforce. Unless competent people are attracted and attained, companies will continue struggling with executing goals because they only have DOERS (instead) who can build things; not knowledge workers looking for work or those already employed that execute others’ strategies without any input into what needs be done next–this is why most entrepreneurs start businesses due to necessity in order improve communities near them as well as themselves while also making money off it all!

The ability to iterate faster than your competitors is certainly a business advantage. It sucks when you need to be fast and don’t have the right people execute? The future of business lies in investing heavily in employee development and making sure that you nourish your workforce so they can grow into successful leaders.

There’s no place for mediocrity in this world. We all have our strengths and weaknesses, but if you’re not trying to be the best at what matters most then there is absolutely nothing wrong with putting your time into something that will help build up other people or organizations rather than yourself alone – even when it comes down just one person on a team working towards achieving greatness together! I believe in diverse teams that:

• Ask the right questions
• Focus on the problem, and the best options to tackle it–rather than tackling one another
• Favour cross-functional collaboration
• Move decision ownership to where the information and context are richest rather than based on hierarchy
• Recognize the only real process is rapid learning and course correction based on results and retrospectives
• Focus on outcomes rather than outputs, like completing a checklist of features or tasks
• Loves knowledge sharing and mentoring each other

These are principles that I wish were adopted by all teams and companies — past, present or future. The point is the buck starts with people; it’s about transforming how you treat them for your company to have successful execution of projects while also ensuring everyone has a fulfilling experience at work!

The problem with this transformation is never a lack of ideas; it’s a lack of behaviour change. You don’t trigger a shift in mindset by simply thinking differently; you start by acting differently. Top-down. Leading by example.

If you have any concrete steps or ideas for how companies should treat, hire and keep people, please share them by commenting or messaging me directly. Would be great to collect and share the best and/or proven ideas that have worked for you or your company!

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At Bradford Jacobs, our Global Talent Acquisition solutions can help businesses (big and small), find the perfect fit candidates for your business, no matter where in the world you are. Get in touch here