Wouldn’t It Be Great If Your Workforce Just Clicked?

Feb 15, 2018

Wouldn’t It Be Great If Your Workforce Just Clicked?

By David B. Nast

What is the #1 concern of CEOs for 2018?  87% say it is employee retention(Deloitte)

The economy is better and the job market has improved.  It’s a talent-driven market, and 75% of employees get at least one phone call a week from a recruiter looking to entice them away.  (AESC)

And it’s not just about money.  10% of employees will leave for more money.  (SHRM)  And if someone has stayed just for money, or leaves for money, whether they are a top performer or mediocre, they’re a mercenary.  They’ll leave when the next highest bidder comes along.

85% of employees leave their job because of their relationship with their manager.  (Gallup)  So how do you improve that relationship?  You need to find out what drives your employees.

If you can identify the key drivers of your employees, align them to the company’s goals, and determine culture-fit and job-fit, you will not only increase engagement and improve morale, you’ll increase productivity and improve employee retention.  As a result, you will also improve bottom line profits.

We tend to hire employees for what they know and fire (or lose them) for who they are.  When we look at the entire lifecycle of an employee, from hire to retire, we need to account for bothAnalytics bring awareness.  With awareness you can leverage the diversity of strengths within your workforce.

And self-awareness has been heralded as the #1 must-have attribute for leadership to succeed.  Think about the highly successful people you know.  Descriptions like “determined, hard-working, self-aware, coachable, and positive” come to mind.  Those attributes flourish when employees are matched to a job and culture that not only fits their skills and experience (what they know), but their natural drives (who they are…)

Objective and scientifically-valid workforce analytics can help take the guesswork out of what drives your employees.  And if you guess wrong, you could actively disengage an otherwise engaged employee.  Actively disengaged employees are the epicenter of office politics, the source of gossip, and purveyors of negativity.  Misery loves company.  They are not benign.  They are malignant.

Conversely, what does a superstar employee look like?  They’re easy to spot.  They’re in the flow.  They’re magnetic; they’re the “go-to” and greet you with a smile.  Wouldn’t it be nice to see that staring back at you in the mirror each day before you go to work?


About the Author:

David B. Nast owns Nast Partners, a Certified Partner for The Predictive Index, based in the Greater Philadelphia area.  He is a Certified Workplace Behavioral Analyst and an Award-Winning Certified Business Coach with over 25 years of experience in Human Capital Management, Executive Coaching, Leadership Development, Talent Management, Training, Career Management, and Executive Search.