Rise Performance Group

Wage Wars

Hiring top talent is important for all leaders and it is critical for leaders of organizations committed to scaling up. 

As Richard Branson so wisely said, “Clients do not come first.  Employees come first.  If you take care of your employees, they will take care of your customers.”  If you want die-hard fan clients, you must have a die-hard fan culture.  That starts with attracting the top 10% and getting them engaged.  These are called A-Players.

In today’s market, A-players, especially millennial A-Players, have options making them difficult to attract.  Consider the following:

  • Unemployment is at historical lows.
  • The way work gets done is changing at a pace never seen before due to disruptive technologies. Scale Ups recognize millennials understand these new opportunities.   
  • The new “gig economy” is providing new and creative ways for A-Players to make money.

As Josh Bersin said, “The war for talent is over and talent won”.  Scale-up companies must come up with creative ways to attract, engage, and retain millennial A-players.  Here are 3 strategies you can implement immediately.

Connect your Purpose – According to Deloitte, 87% of Millennials  want to work for organizations that stand for something more than just making money.  The importance of a strong purpose is nothing new.  When Steve Jobs came back to Apple, he said the following,

“Apple is not about what computers can do, rather we are about what creative people can do with computers. Apple serves people who think outside the box.  Apple’s about serving people who want to use computers to change the world.” 

That reminder served as the inspiration that took Apple from struggling to survive to thriving as one of the most valuable companies in the world. 

Set proper expectations from the start.  Ditch the traditional job description.  They’re dated and no one reads them anyway.  Instead, use a Job Scorecard.  A good scorecard consists of three important components

1) The purpose of the job (there’s purpose again),

2) The three to five functional deliverables

3) The measures associated with the functional requirements. 

A-players want to be empowered and creating this type of clarity from the beginning puts you and your managers in a position to empower your new star employee.

Have the structure in place so your A-players can self-manage. Ross Perot said, “you manage inventory and lead people.” Leading requires empowerment which requires letting go.  A constraint to empowerment is managers fearing loss of productivity.  A cadence of plan, execute, measure and reflect can solve this problem. 

When an employee commits to a plan it gives their manager hope.  When the employee delivers on the plan it creates trust.  Trust is critical to creating an empowered workforce. 

Following these steps will help you attract, engage and retain the A-Players necessary for you to scale up your organization. 

For more information on how to Scale Up your leaders and your organization, join us at our next Scaling Up workshop or contact us today. 

To get started with your employee scorecard, download our sample scorecard.

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