Answer: a qualified and skilled employee. Today business finds itself facing a significant challenge - how to find and keep qualified, motivated employees.

Presented with low unemployment, a trend for workers to be "free agents", and an economy that supports virtual enterprise, it’s almost like looking for a needle in a haystack to fill positions. As a result, companies are becoming very creative in their attempts to educate "passive" candidates, those currently employed but willing to jump for the right situation, about their organization, projects, and benefits. Their intentions focus on successfully wooing the experienced worker away from his/her current employer. They also are creating enterprises where employees want to stay.

Addressing this challenge is adding to overhead expense, and requires a balanced strategy that supports a meaningful ROI (return on investment). According to a recent fast company article by Robert Reich, in order to succeed in this new employer/employee relationship, enterprises need to redesign their practices, structures and rules around 6 ingredients of what he calls social glue - the essence of both a winning business and a humane workplace. Here’s a summary of his 6 ingredients:

Money

Consider three points about the nature of competition — the real competition is over talent; to attract and keep talent, you have to pay for it; and to get the enthusiasm that comes from ownership, you have to trade equity for it. It’s not just compensation that motivates, employees are looking for a "piece of the action" often presented in the form of stock options.

Mission

Employees want to work for enterprises that resonate with the personal values of the employees. The mission can serve as a motivator and a magnet for attracting the right individuals. We now see a second bottom line emerging. One that shows a return on human investment that advances a larger purpose.

Learning

In this age of technology and information, a critical strategy for attracting and retaining employees is a commitment to learning. Talented workers recognize the road to the future is paved with additional knowledge, and they are attracted to firms that understand and support their future employability.

Fun

With the level of stress experienced in today’s workplace, it is only natural for employees to seek organizations that add fun to the daily routine. Too many organizations have moved away from encouraging friendship and camaraderie, essential for creating human spirit.

Pride

Employees are attracted to organizations that they have a sense of pride in. It may be pride for what the organization stands for, the contributions the employee can make, or the prestige of being associated with the firm.

Balance

Last, and probably most important, is providing options that promote balance in professional and personal responsibilities. This may include flextime, periodic sabbaticals, maternity and paternity leave, company-sponsored day care and elder care, and even flexplace.

For organizations looking for the preverbal needle in the haystack, Riechs’ social glue provides food for thought about the "what" and "how" of current recruitment and retention strategies.

So where do you start?

Riech suggests starting with accepting the reality that an organization is only as good as its most talented people. By aligning with what is important to employees, not taking them for granted, and realizing that it’s a buyer’s market, an organization can reduce turnover and overhead costs, while creating flexibility, resiliency, speed, and creativity.

© Debbie King, Evolution Management, Inc.  All Rights Reserved.