Workplaces that excel in attracting, retaining and motivating Top Performers have a competitive advantage in the marketplace. This competitive advantage helps organizations become more innovative and successful. Successful organizations grow and create opportunities for new jobs. Ultimately, an economy filled with great workplaces will attract great talent, be more successful, grow and create new jobs! This is not a new concept, but certainly worthy of being top of mind.
Our economy needs more great workplaces! If more organizations in central Illinois work to refine and improve their ability to attract and retain the best talent, it will increase the probability that more Top Performers will seek job opportunities in our region. In turn, by employing great talent, organizations will have a higher probability of being more successful, growing and creating even more jobs.
As an employer, what do you need to do to be a Top Performer magnet? Below are seven drivers for creating a great workplace that, in turn, attracts Top Performers.
- Flexibility. Top Performers want the flexibility necessary to properly address concerns inside and outside the workplace. Examples: Flexible work schedules, vacation time, holidays, bereavement leave, paid time off, sick-time…
- Opportunity. Top Performers want the opportunity to advance within the organization and utilize their abilities to impact the organization and the community. They want challenging and interesting work and the opportunity to be engaged in the success of the organization. Examples: Promotions from within, succession planning, suggestion systems, employee surveys, community service…
- Recognition. Top Performers want to feel appreciated. They want to be adequately compensated and rewarded for their efforts and accomplishments. Examples: Pay for performance, bonus plans, incentive pay, internal and external equity, well-aligned compensation philosophy, public and peer recognition programs…
- Development. Top Performers want opportunities to further their professional and personal development, and advance their skills. They want feedback about their performance and how they can improve. Examples: Training and development programs, training needs assessments, performance appraisals, tuition reimbursement, coaching…
- Security. Top Performers want to work in a healthy and safe environment free from accidents, violence, harassment, layoffs and discrimination. Examples: Emergency/safety training, wellness programs, workplace violence and harassment training and policies, cultural awareness training, job security…
- Support. Top Performers want benefits that help support their physical and mental health and help them address other issues in their lives outside the workplace. Examples: Medical, dental and vision insurance; Short-term and long-term care, adoption assistance, child care, elder care, wellness programs, convenience services…
- Talent Integrity. Top Performers want to work in an environment in which they can relate to, get along with and be challenged by their co-workers. They want to be surrounded by other employees who are equally motivated and competent. Examples: Hiring assessments, behavioral interviewing, exit interviews, succession planning, recruiting methods, turnover, performance appraisals…
How did your organization fare after reviewing the list? Perhaps some goals for 2009 should be considered. Recently, the EA recognized two central Illinois employers for their commitment to being a great workplace—The Better Banks and Pekin Hospital. Visit www.eaconnect.com to read their stories. iBi
