Retain and Hire

Keep the People You Have

“According to McKinsey’s latest American Opportunity Survey, nearly half of jobless workers canvassed said health issues were the main cause of their unemployment, with 30 percent saying they had to leave work because of physical health issues, and 15 percent citing mental health issues.”

“A lack of affordable healthcare and health insurance was cited as the greatest barrier to wellbeing.”

• What are you doing to help your people afford the care they need – both physically and mentally?  Subsidizing health care costs, having on-site care, encouraging them to do preventive care before problems arise, reaching out to those who are struggling, and so on.

• What else could you do to support your team?  Does your company have a counselor or social worker on staff?  Do you have someone who specifically looks out for the wellbeing of your employees?  (And do you listen to them and implement the suggestions they make?  What obstacles or barriers exist that keep those from being put into place on a regular widespread basis?)

“The third most commonly cited reason was the need to take care of children or elderly relatives, which 12 percent of respondents said best described the cause of their unemployment.”

• How can you help your workers with these needs?  (I mean, you want to keep your workers, right?  If they have conflicting priorities, they will probably choose their family over you – as they should!  What can you do to decrease that conflict in priority?  How can you build in time, flexibility, and supports that allow them to take care of their family members while also contributing through their work with you?)

Hire New Great People

“While nearly half of respondents said that most Americans have opportunities to find good jobs – a seven-percentage point increase over March – unemployed respondents said that limited job availability was the biggest barrier in their job search.  McKinsey said the findings suggest that “some workers are avoiding widely available entry-level jobs to search for others, perhaps with more pay or flexibility”.”

“[T]he survey also suggested that a lack of reskilling and upskilling options is an obstacle….  The second most-cited barrier to finding a job was the need for skills and education.”

An ongoing trend we’ve been hearing is that employees (and prospective employees) are interested in growth (and recognition).  They don’t want to feel they are locked into a dead-end job that’s going nowhere.  They want to work for someone who cares about them and who wants the best for them.

• How can you show prospective employees that your job is good for them?  “What’s In It for Me?”  You can lament all you want that this is self-centered.  However, if you think about it, implying this isn’t important shows a different kind of self-centeredness – on the part of your organization.  A job is a partnership.  The worker provides skills to your organization, and, in return, you provide benefits for them.  How are you showing your people that you recognize this partnership?

• How can you show them you want a long-term partnership?  Are you asking them what it is they want or need?  In what other ways can you find that out?  Are you talking about how you can help your people with their wants or needs?

• In what ways do you provide structure that builds in growth?

  • Professional development to build skills and education

  • Mentoring from inside or outside the organization

  • Opportunities for advancement

• And how do you talk about it?

For questions or to schedule a complimentary discussion on how you can invest in the wellbeing and balance of your employees and team members to maximize human potential and transform to lead a more balanced, happier and impactful life, please email me at coach@maximizeu.life

Live, Work and Lead with greater Freedom, Power and Peace of Mind.

Thanks