TM - December 2007 - (Page 22)

recruitment & retention assessment & evaluation compensation & benefits performance management learning & development succession planning People Want to Make a Significant Impact or Difference People want to be written into the story, to know that what they do really makes a difference. It’s a feeling that says, “If I’m there, I’m part of the story — it’s different because I was there.” That little old lady with her baseball cap on backwards really believes she’s helping a rookie hit a home run. Engaged people feel whatever they’re doing is unquestionably connected to the ultimate result. Because businesses have become so complex, specialized and fragmented, the line of sight between people’s actions and their impact on the lives of others often becomes totally blocked. To attract, retain and develop people, we must continually unblock these lines of sight by bringing to life the connection between what people do and the impact it makes in the lives of others. This can be done by communicating this connection regularly. People want to know that they’re not just completing a task — they’re making a difference. Here are some ideas that other companies have used to support four qualities the best talent require in a job: Being part of something big • Recognize people for “above and beyond” work at all-team or all-company meetings. Find a way to celebrate — this can be as simple as a Kudos candy bar. • Create a culture team of cross-functional employees to discuss the basic environment and feel of the business. Going on a meaningful journey What makes some aspects of people’s personal lives so engaging, while the majority of people remain disinterested, disconnected and disengaged in their business lives? • Find a way to show the “dashboard” of your business. In understandable ways, allow everyone to know where the business stands and what they can do to impact the results. • Be sure prospects know that your business shares this knowledge and that employees are trusted with the knowledge. • Celebrate when milestones are reached, even the smallest. Knowing what they do makes a difference • Acknowledge the performance of teams and show how their work connects with other teams and with the whole. • In recruitment literature and presentations, emphasize the importance of all the steps in the process and how each one serves the others. • On a wall in your office or in your brochure, illustrate how your product or service “looks” with real clients. • Write story-like case studies and feature articles that emphasize how your company is “changing the world” in a special way. • Invite clients to speak to your company about their experiences with your people. Feeling a sense of belonging All of us have a great opportunity to help people understand they are part of something bigger than themselves, they do belong, the adventure of the team or business is filled with risks and excitement, and their contributions make a difference in the lives of others. When businesses can do this, they can not only attract and retain people but can turn them into fans of their organizations — fans who want to join their team and become its greatest cheerleaders. Jim Haudan is president and CEO of Root Learning Inc. His book, The Art of Engagement, will be published by McGraw-Hill in spring 2008. He can be reached at editor@TalentMgt.com. • Make a “portrait wall” with photos or caricatures of your employees. Add notes about what makes each person unique, as well as what he or she contributes to the team. talent management magazine www.TalentMgt.com 21 December 2007 http://www.TalentMgt.com

Table of Contents Feed for the Digital Edition of TM - December 2007

Talent Management - December 2007 Editor's Letter Contents Letters to the Editor Human Performance Leading Edge Capabilities The Engaged Difference: What People Want Analytics in Talent Management: The Sports View The Use of Merchandise for Employee Recognition Taking Aim at Performance Appraisals Talent Management Drives Organizational Change Generational Diversity: Mastering the Boomer-X-Y Divide Dashboard: Security-Savvy Workforce: Designing a Security Awareness Program That Works Application: Hilton Hotels Corporation:Checking Out the Merits of Paperless Efficiency Insight: Unlimited Engagement: Innovative Corporate Communication at Deloitte & Touche USA Advertisers' Index Editorial Resources Foundations

TM - December 2007

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