It’s nearly impossible to think of a work situation where teams are not present. From the mega-companies like the Amazons of the world, to the small mom and pop type businesses, teams are instrumental at every level of an organization. Even the scrappy solopreneur has at least some degree of a team, whether it’s with his/her vendors, freelancers and clients.
Show me the money! That is what employees are all about and what keeps them with you right? Well, not exactly. In fact, most employers will tell you signing bonuses, raises, and other financial incentives alone do NOT improve retention in the long term. So what do you do to keep employees? Understand the incentives that mean the most for the workforce and design an employee value proposition around them.
Our current U.S. education and training system is not creating the talent pipeline necessary to meet the hiring demands for skilled trades labor. The current workforce is quickly retiring at a much hire rate that the number of newly created talent. Desperate to fill positions, the wrong people get hired, they lack the skills necessary for the job, there becomes a training burden, and they ultimately quit.
After decades or leading a variety of organizations, particularly during change, with the expectations of optimizing and growing “business” and inherently retaining, reorganizing, and/or rebuilding the talent within the organization, it’s clear there is no one right answer to the challenge of retaining and growing talent across an organization.