Hiring and Retaining Talent – Belk on Business – Episode 191

1) Clarity in both the listing and interview process -set clear expectations – be clear and concise as to what is expected in the work and in the candidate – people want to know what they will be doing and what type of person fits best in your culture – it’s not just about the position and salary. Consider questions they may have. “Is the position and culture collaborative or not?” “Do I have what it takes, and will I fit in?”

2) Provide both positive and negative or constructive feedback – recognize their strengths and weaknesses– be purposeful about having “check-ins” so you can lead well and show you do care not just about the work but the person

3) If possible, provide flexibility with time, location and work environment

4) Lead by example – work harder than your team – work in vs. on the business – report back to the team when working on the business – roll up sleeves and work along side them, don’t sit in an ivory tower – open door policy

5) Provide opportunities for growth – not just moving up the corporate ladder but developing within their role and as a person – develop just not with work skills but interpersonal as well

6) Allow for feedback to you as a leader – where are you succeeding as a failing as a leader, as a boss, as a manager – be transparent with the team in meetings – what did you learn, where are you struggling – how can you better serve the team?

7) Foster a positive and inclusive company culture – a culture that is supportive and enjoyable. Build a culture where the team stays motivated and engaged.

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