We are in a candidate market, which means one thing: If you are not giving your employees what they want, they will leave you. To make matters more complicated, once your employees leave you, it will be difficult to fill those positions unless you give the new candidates what they want plus more. The most recent jobs report revealed that companies have more open positions than there are qualified employees to fill them. The vacancy of a mid-to-top-tier level employee making $100,000 typically costs a company $1,149 a day, assuming the average employee brings in three times their salary. Therefore, as an employer and team leader you need to take a few steps to ensure your talent remains with you to avoid the costs of an unexpected vacant position.
Team Up with an Outside Recruiter
When I connect with new clients, the main excuse they give me is, “Why do we need an outside recruiter? That’s what HR is for.” Except not really”. Your company’s HR has many essential functions they oversee. Recruiting and developing talent is an area they can’t truly devote too much time to and a lot of great talent is missed or neglected. When employees decide they want to pursue another position, it is likely because an outside recruiter contacted them about a great opportunity elsewhere. Therefore, an outside recruiter can either be your biggest competition or your best friend. Job candidates see outside recruiters as an unbiased third party and more trustworthy than your HR contact. As your ally, executive recruiters can train an employee on how to progress within the company rather than find a new position. Furthermore, any ethical recruiter will refuse to siphon talent from an existing client making the executive recruiter your friend as opposed to your competition.
Ensure Your Employees are Your Top Priority
The expectations of employers usually revolve around two ideals: make a profit for shareholders and keep customers happy. However, employees have begun to demand that they be included in the mix too. Studies have shown that the happier employees are at work the less likely they are to leave, and the more value they bring to the company. Therefore, implement office activities that break the monotony of the work day and keep employees excited about coming to work. For offices on a higher budget that could be taking team development days at a Ropes Course or schedule an office Happy Hour. Offices on a lower budget can sign up for an Ice Cream of the Month Subscription or even go out to volunteer together as a team.
Stop Building a Team and Start Forming a Family
While team building is important, no amount of team development days can replace the connection that you will build with your employees. The number one reason candidates refuse to leave their current position is because of the bonds they have formed with their managers and colleagues. Make it a point to get to know what your employees do outside of work. Meet their families and connect with their kids on bring your kid to work day. Attend events that your employees invite you to. Form connections with them outside of the daily 9 to 5. The close family bonds that employees form with the people they work with are what keeps them at a company, and in some cases cause them to follow their bosses or colleagues to a new company if they leave.
Train Steadily and Promote Regularly
Nobody likes to feel stagnant in their job. The majority of employers will hire new talent and expect them to hit the ground running. However, training them too quickly will typically result in one of two things: the employee will feel overwhelmed, shut down, and leave after a year, or the employee will perfect their role, enjoy it, and then feel unchallenged after a year. The key to a new hire is to continue to develop their skills steadily to keep your employees challenged and always learning. Training them steadily as opposed to all at once will allow them to master, and in some cases improve, how they perform each task they are assigned before venturing to the next challenge. Finally, after about two to three years when they have learned everything in their current role, promote them to continue challenging their skills and keep them from feeling stagnant.
If you Love Them, Let them Go
It’s hard to accept, but sometimes there just is not anything more you can do for your employees and it is out of your control. It may be that they deserve to get promoted but you do not have a position, or they got an offer that is too good to be true. Whatever the case, if you want to see them succeed you have to let them go. Throw them a departure party and invite the rest of the team. This way you can get closure, the rest of your employees can get closer, and the employee leaving can feel valued. Letting your employee leave will give them skills and experiences you could not have taught them, and will make them better. However, do not throw away all hope. If you did everything right, many employees realize how good they had it at their previous company and will come back later when a position opens. Therefore, it isn’t a “goodbye,” but rather a “see you later.” In the meantime call your outside recruiter and start a search to find the next member of your team.
Losing an employee is always difficult and costly, but making your employees feel valued is the best way to ensure that you retain your team. Build a connection with them and the other members on your team and express with them that you are glad they joined the team. However, don’t be so naive to believe an employee will never leave you. Be ready for them to depart unexpectedly, because one day they will find an opportunity that is too good to pass up. Find an executive recruiter, and be proactive in recruiting by forming a relationship with your recruiter. That way your recruiter knows what you value in your employees so they can keep some people in mind if the day comes you need to replace an employee.
Before the rise of the modern day activist brand, companies previously held a low standard on what it meant to be a socially conscious brand. However, as the evolution of the socially conscious brand has begun to take on more meaning, consumers are demanding brands take a stand on the social inequalities that the brands had once tried to ignore. Marketers must understand the evolution of the socially conscious brand to foresee the future of what the socially conscious brand will become.
1900’s: Fiscal Philanthropist
In the past, brands did not have to do much to be considered socially conscious. All they had to do was simply write a yearly check toward a cause or selected charity. Their impact to bring about social change was no more than the silent Fiscal Philanthropist. Although their monetary donations are appreciated, the donations did little to bring positive social change. Today, brands still claim to be socially conscious by writing a yearly check. However, consumers are dismissing the "blank check" approach as part of a corporate show with little sentiment to create lasting social change.
Mid 2000’s: Social Givers
Then came along brands like Tom's and Warby Parker that revolutionized the Socially Conscious Brand with the Buy One, Give One model of giving that redefined what it meant to not only be socially conscious, but active. The new socially conscious brand was no longer a once-a-year commitment, but a constant source of social good to support far-away nations and impoverished peoples. This created a wave of corporations poorly copying the Tom's and Warby Parker model of the socially conscious brand, pushing to remain relevant by engaging in a form of corporate poverty porn. Major companies patted themselves on the back by appearing in photos and videos as saviors of the third world, but continuing to remain silent to the inequalities that existed at home.
2010 – 2016: Cautious Ally
With the rise of multiculturalism and the modern LGBT movement, 2010 brands began to test their influence to impact social change. As support for diversity and LGBT causes increased, brands such as IKEA, Oreo, and Tiffany & Company recognized the power of representation by engaging with the LGBT movement. The introduction of same-sex couples to their advertisements not only brought higher sales and brand recognition, it created discourse about the subject. This recognition brought about the need for increased diversity and multiculturalism in advertising to represent all consumers. Companies followed suit, releasing campaigns like Coca Cola’s America the Beautiful ad in 2014 that championed racial and ethnic diversity.
The new Socially Conscious brand was a champion for diversity and used its influence to recognize the beauty of multiculturalism. Consumers rewarded brands that they saw represented the diversity of America with higher sales and higher brand recognition. Hundreds of companies began establishing diversity and inclusion departments to mirror the diversity of the marketplace in their offices to encourage diversity of thought. However, although brands were quick to embrace multiculturalism and include those once ignored by advertisers, their involvement only went as far as being cautious corporate allies. Brands were still skittish around causing real social change.
2016 - Present: Vocal Activist
The election of the new administration rang in a new era for the Socially Conscious Brand: The era of the Resistors. Socially Conscious Brands have evolved from the brand as an active observer to a vocal advocate against injustice. The presence of more multicultural, female, and LGBT representation in the workforce has given rise to the vocally polarizing brands we see today. From Ben & Jerry refusing to serve two scoops of the same ice cream in Australia for LGBT rights to Nike’s Collin Kaepernick ad to the recent Gillette #MeToo ad, brands have recognized the power of their voice for social change.
Today, the socially conscious brand must go further than donate money. They must create discourses around injustice and be able to challenge the status quo. Consumers are more active in social issues than ever, and they expect the brands they use to reflect those values. Although new social warrior brands have repelled some consumers, all in all, they have been rewarded for their social convictions by loyalists and activists alike.
2020 – Future: Transparent Role Model
Skepticism still exists around the socially conscious brand of today and the motives behind becoming social warriors. Many consumers argue that the socially conscious brand is only challenging the status quo to benefit their bottom line. Therefore, the socially conscious brand of the future must prove to consumers that they practice what they preach by incorporating diversity throughout the office. Transparency is the next step in brand evolution where consumers will want to see top management reflecting diversity principles that the company promotes. Customers in stores will want to see products that accommodate people of different abilities, religions, and gender identities. Marketers, heed note because soon enough diversity will become tangible in the products and services we use every day. Utilize diversity recruiters to start the change in the office space, create social groups within your company to celebrate diversity, and engage in social celebrations such as Pride and other cultural festivals. Start preparing your corporate culture now because otherwise, you will fail to be the socially conscious brand of tomorrow.
Ninety percent of all work related problems stem from not having the right talent on your team, and by the right talent we mean diverse talent. By ensuring that your team is well equipped to handle any situation that may arise, you are saving yourself from hours of wasted time in the office. However, we get it, hiring the right team is a lot easier said than done, but as recruiters we know a thing or two about the type of employees every executive team needs. Whether you are VP of Operational Marketing or an Advertising Director, you need to find employees with these individual skills in addition to the skills already necessary to get the job done.
The Qualitative Pioneer
Background: Anthropology, Sociology, Strategic Planning, Consumer Insights
Why? That should be the first sound out of this person’s mouth when searching for a solution. Seeing the quantitative data is not enough for your qualitative pioneer. They want to know why the numbers are as they are. Using their anthropological or sociological background they seek the truth via ethnography, focus groups, and interviews to understand the motives behind human decisions. Their qualitative processes may take longer than typical data collection, but the information they receive will be much richer in guiding business decisions. Brands like Adidas, Under Armour, L’Oréal, and Microsoft use anthropological methods and ethnography to understand the motivations of their customers and how their consumers use their products.
The Digital Dweller
Background: Marketing, Social Media, Advertising, Digital
Websites, Facebook, Twitter, Snapchat, YouTube, Instagram, Google, Blogs, LinkedIn. Who has time to keep up with all the new digital platforms consumers are using now a-days? Your digital dweller does. Your online presence is just as important as your offline product or services. After all, brands are built online, but they are also destroyed. Your digital dweller has the ability to integrate all communications platforms, design your digital presence, and implement online strategy at the click of a button. Need to run an impromptu a/b test, debug a landing page, or diffuse a social media meltdown? No problem, the digital dweller is always online.
The Impromptu Creative
Background: Copy Writer, Graphic Design, Art Design, Website Design
Most companies already have an in house team of designers to handle all graphic design and artistic needs. If not, many utilize outside agencies. However, the process of submitting a design request, back and forth communication, and the final result can often take days if not weeks. For those last minute requests for presentation decks, website hero images, and displays, the impromptu designer on your team will be able to handle the requests that agencies and in house teams cannot get to fast enough.
The Numerical Genius
Background: Actuary Science, Math, Finance, Accounting, Math Professor
You are in a meeting and the CEO asks you for your new ROI and KPI based on the new marketing numbers you are presenting. You look down at your notepad realizing you left that information in your office when suddenly the numerical genius hands you a slip of paper with the information freshly solved for. They have equations flowing around their heads 24/7 and are just waiting to plug numbers to give you the results. They are book smart, and have a math background or have taught the subject in question. That would explain their ability to fill in a marketing or accounting formula in less than 5 seconds flat.
The Data Disciple
Background: Computer Science, Software Engineer, Marketing Analytics
Today the business world runs on data, and you need someone who can understand it. Whether you are asking to back up your claims, find trends, analyze performance your data disciple is always there with their excel spreadsheets open and tableau charts ready. The data disciple is logical and always backs up their claims with real time data. If buying patterns change they will know immediately. Google analytics, social media, SPSS, Tableau, you name it they have it loaded on their computer constantly analyzing the data and ready to give you real time stats.
The Smooth Talker
Background: Communications, Advertising, Public Relations, Theater
Yes, they probably did somehow talk you into giving them extra vacation time, but that simply proves their ability to talk their way out of anything. Your smooth talker is your secret weapon to woo potential clients and win accounts that you were entirely unprepared for. Networking seems to be one of their favorite activities and they always have a way of getting what they want. The truth is, when you have a smooth talker on your team words really are mightier than the sword. Just make sure they don’t use those words to get you to give them that pay raise… again.
The Social Influencer
Background: Event Planning, Social Media, Digital Influencer
While the smooth talker may know how to talk the talk, your social influencer walks the walk. The social influencer is likely to already have thousands of followers on Instagram, Twitter, and YouTube. They know how to make a moment memorable. Need to plan a showcase for SXSW? Your social influencer will create magic. Want to invite influencers to get the word out? Your influencer has them on speed dial. Looking to create a social media moment? They are more than happy to do it for the Insta. Best of all, the social influencer is likely to plan one heck of an office Christmas party!
The right team has the power to make even the most trying week a walk in the park. Investing in a team with diverse skills is essential to maintaining a smooth operation. Leave it to an executive recruiter that gives you the Distinctive Client Advantage through our proven recruiting process. Submit a talent search or talk with our lead recruiter to learn how you can build up your power team.
When you set your goals for the year, you likely have two goals in mind. The first goal is what is expected of you and your team to reach. This is usually a safe and very realistic goal. The second goal is your Reach Goal. Your reach goal is the goal you were really hoping for in order to go above and beyond. In many cases achieving your reach goal results in bigger bonuses, a promotion, and maybe even that corner office.
Your reach goal is what you know is achievable with a lot of hard work, a few risks, and most importantly, the right team. The people you work with are an extension of your ability. In other words, hiring a diverse set of employees will allow you to reach new a new potential. A 2015 McKinsey report found that companies with higher racial and ethnic diversity were 35% more likely to have financial returns above their industry mean. Here are only a few ways in which diversifying your team will allow you to achieve the reach goals you have been striving for.
1) Their Strengths Become your Strengths
Imagine being a carpenter and your only goal is to build a house. Sure, you can build the frame of the house all by yourself, but what about the plumbing, electrical work, and interior design? You don’t have the tools in your tool bag to do those tasks, but your team does. Their tools quickly become your tools. Similarly, filling your team with diverse employees who each have different thought processes and backgrounds gives you access to their various strengths and abilities you did not have before.
2) Understand Other Points of View
As marketers, we have all seen our fair share of cringe-worthy ads. Marketing blunders like the Chevy Nova (Laughs in Spanish), Lady Friendly Doritos, or Pepsi’s Kendall Jenner ad could all have been avoided if there had been a Spanish speaker, woman, or African American present in the meeting. By maintaining diversity in the office, companies can go from making marketing blunders to creating meaningful brands that will be remembered for years for their clever solutions.
3) Improve Existing Techniques
Would you recreate the wheel if you believe you could make a faster wheel? Of course you would! However, our corporations today are plagued by uniformity: the belief that there is only one way to be, one way to do things, and one way to achieve. However, any company who has invested in inclusion and diversity will argue uniformity is constraining. By investing in the diversity of your employees, you are also investing in the diversity of thought within your office. You will quickly realize there are a hundred and one ways to reinvent the wheel, each one better than the one before. Diversity inspires creativity and will serve as a catalyst for efficiency and improvement.
4) Cultural Relevancy
An article by Forbes recently stated, “If you want black audiences, give them a seat at the table.” Well it might not be a surprise that this is the case for every demographic: women, Hispanic, LGBT, Asian, you name it. In today’s market, consumers value diversity and will reward brands that are transparent and champion diversity in the office, while punishing brands that don’t. Therefore, diversity has become a principle that any ethical brand should promote because consumers know.
Diversity within the office place is not only an asset to improve diversity of thought, it is a demand that consumers are requiring now before engaging with a brand. By championing diversity and hiring diverse employees, companies are finding new ways to achieve their goals through practices introduced through new diverse ideas. Ready to take diversity initiatives to a whole new level? Give us a call and we would be happy to share how diversifying your office might help you reach your highest potential.