It won't come as a big surprise that employers currently face the biggest talent shortages since 2006, according to . Organizations need to be aware that in today's recruiting market, employees have choices about where they apply, what companies they interview with and ultimately, where they decide to work.
At Saba Insight 2018, , focused his session on the choices made by employees – especially high-potential (HiPo) and high-performing employees. Krajewski noted that HiPo employees select the organization versus the organization selecting them. So why are candidates in the driver's seat when it comes to the talent acquisition process? It's because .
This rationale leads to a bigger question and one that some organizations don't often like to admit. If the are more valuable because they deliver greater results, then how can companies give those individuals greater rewards without alienating the rest of the workforce?
But, is it fair?
It's important to note when addressing employee wants and needs that the terms "fair" and "equal" are not the same thing. This sounds obvious, but some organizations give employees the exact same things, even when employees achieve different results. And they say that the reason they're doing it is to be "fair." The reality is... the company is being "equal."
The goal should be for organizations to provide a "fair" employee experience. Of course, that would include a certain amount of "equal." For example, Krajewski in his session outlined five qualities that in their employer:
- Honesty from their manager
- Integrity in senior management
- Belonging in terms of connecting to the company
- Camaraderie with the members of their team
- Pride in the organization's mission and values
Learning what high-performing employees want... and giving them what they need
The good news is that every employee wants these things. And chances are that most, if not all, of them cost nothing (at least in terms of hard costs). Organizations that make these qualities a priority provide a desirable employee experience for everyone and, at the same time, reduce incidents of manager favoritism.
The other piece of good news from this list is that if organizations commit to creating an environment where all communications are honest, people act with integrity and everyone works together well, then they can fairly address the three things that high-potential and high-performing employees need to be successful:
High-potential employees want to work with managers who will act as a role model. The key to creating a fair work environment is honesty and integrity. Organizations should want their current and future leaders to demonstrate these qualities. Allowing HiPo employees to work with their role models creates not only excellent future leaders but a trusting workplace culture.
They want opportunities to practice new skills in a safe environment. Whether it's a formal or informal program, HiPo employees want to know they can learn new things and the organization is going to invest in their future. This can happen through training and development, coaching and mentoring or unique work assignments. Not everyone is going to receive the same opportunities, but again, it's about being fair.
And finally, HiPo employees want to know it's okay to stumble and possibly even fail. All employees make mistakes. Some of them are big, and others, small. Employees want to know that making an honest mistake isn't a career-limiting move and that, depending on the situation, they can have the chance to recover. Managers have to be given the tools to train, coach and mentor employees through their mistakes so they can improve their already high performance.
Let's face the truth. While all employees contribute to the organization, some employees contribute more. It's a fact of business life. Organizations that want to hire, engage and retain HiPo employees will need to . Because those high-performing employees expect it.