Ways to win the war for talent

Yes, getting the best talent for your team has turned into a real war. Want to beat her? So follow these seven pieces of advice – and you won't regret it…

1. Foster the “culture” of talent at all levels of the organization – starting with management. The culture of talent is a deep conviction that retaining talented people is of fundamental importance to achieve the company's goals. This disposition must be faced responsibly in order to strengthen a talent pool at all levels. A rigorous and unbiased review process is essential to identify highs and lows, delineate individual strengths and weaknesses..., and identify specific actions to address deficient employees. Flink Recruit gives you a chance to win your desired battle.

2. Create a maximum employee appreciation plan that gives wings to your people's dreams – an appreciation plan is what encourages talented people to join your company. If well articulated, this plan will enable your company to capture more than its fair share of talent. You know you have the four elements of a correct valuation plan when:
   
   A great company: The company truly cares for its people, and the people, in turn, truly care for their company. In this type of organization, trust and open dialogue are the structure of every interaction. All people are motivated by the company's mission and aspirations. There is great pride in being part of the company's success.
   
   Great Leaders: Great leaders treat people with trust and respect and glorify all those who contribute to the institution. They can find the balance between giving the employee independence to accomplish great things and showing the direction that will help them achieve those things. Great leaders build the ability to achieve great results, and they do it by letting their employees showcase their talents. They know their team and understand each other's dreams.
   
   Great job: it's very simple, people have to like what they do, and they have to like the people they work with. A great job is one that people find interesting and important, and that's where they fulfill themselves. Much of “feeling good” in a job is a result of feeling valued as an individual talent.
   
   Attractive compensation: money pays the bills, but it also represents recognition and fairness. Talented people expect that they will be recognized for their contributions and that their salary will reflect that.

3. Build a high performance culture that combines ethics with an environment of trust and dialogue – company culture is a fundamental element of an employee appreciation plan. Ethics, misinterpreted by some as surveillance or a witch hunt by management, not only leads to satisfaction with the corporate culture but also leads to better financial performance!

4. Recruit great talent continuously – the most aggressive companies are always on the lookout for great talent. They have a keen sense of what they need and who they are looking for. They look not only in the usual places, but they do it in places never thought of before. And they look for talent at ALL levels of the organization, not just the highest levels.

5. Unleash People's Potential – All companies have tremendous talent potential waiting to be discovered and developed – but that's not always the case. Jobs with more flexible roles, with informal feedback, training and follow-up are great levers for talent development.

6. Make room for talent to develop – Companies suffer a huge cost by not acting against the negative influence of underperforming employees. These employees are unable to attract good talent, do not contribute to the development of those around them, undermine the morale of the group they lead, and ultimately can cause good talent to leave the company. The greatest obstacle to action is human nature. Removing these employees – whether to another position or outside the company – is an obligation of leaders, even though it is a very difficult task.

7. Focus on retaining the best talent – ​​Companies must open up their appreciation plans to all employees if they really want to retain their talent. In addition, they must demonstrate that they truly value and appreciate their people. Simply helping your talented employees feel “connected” and important to the future of the company can be a powerful talent retention tactic. Let them know how much you want them!