Hire to Retire: Understanding the Impact

Understanding the Impact You Have on the Life of Your Employees and Vice Versa

Hiring companies often forget the impact that a new job has on an employee – whether it is just personal change management for that employee or if there is a potential skills gap or even new management responsibilities. The impact can be positive. And when it is, the impact on the hiring company is often positive, as well.

Hire to Retire

Hire to retire means changing how we view new hires. With a gained understanding that companies want to protect their investments, doesn’t it make sense to protect their talent from the barriers that keep them from fully investing, heart and soul, in their organizations?

Employees want:

  • Appreciation
  • Commensurate compensation and benefits
  • Involvement with their own performance management
  • Opportunities for growth
  • Leadership development

What they really want is an understanding that there is a plan – a plan in place for them to be a valued member of the staff or organization. Isn’t this what we all want? To just know that we provide value and in return, we are valued.

The Dash

We’ve all heard the story of the importance that the “dash” represents on a tombstone – the life that existed between a birth date and date of death. It is the same on a resume – I want that time, the “dash” between my hire date and the day I leave an organization to be important, to know that I made a difference, that I contributed to some success or positive change.

The Life of Your Employee

Think about the investment made in new employees – from the hiring process through onboarding, orientation, training, and early retention efforts. Does it not make sense to continue this investment past the 90-day mark? Past the time they are eligible for benefits or a lift in compensation. Past the time when they leave on their first vacation? Past the time when they have mastered their current role and are ready for further learning and development? Past the time when they have been identified as management material? Of course, it does.    

Your employees are the life of your organization. They are the creators of culture and your greatest brand assets. As referrers, they are also your greatest source of hire with the ability to challenge and change the work environment as it ebbs and flows through economic highs and lows.

When Hiring is Done Right

When a right hire has been made, there is an incredible opportunity to prove and grow the future. Employees – the right employees – crave the opportunity to give and receive more. Stability is not under-rated. And when an organization decides to care about and continue its investment in employees, it’s a game changer.

When I first became a healthcare recruiter, I read a book called Decency by Charles S. Lauer. I met him in person and asked him to sign my copy of his book – he smiled and nodded his head knowingly – he knew that though I was a recruiter and cared about hiring quality quickly, I also cared about the employee, that I cared about the future of HR. “People are any organizations greatest assets,” he said to me that day.

I knew it was true then, I know it is true now…

Part 1: Creating a Strategic Approach to Succession Planning

Part 2: Agility and Flexibility are Requisite for Today’s Growing Organizations

Part 3: 11 Ways to Better Your Talent Management Process

Part 4: The Next Generation of Leaders: 6 Needs to Remember

Part 5: Hire to Retire: Understanding the Impact

Check out our White Paper: “Built to Last: Cultivating Leaders in the Multi-Generational, Global Workforce” here and watch this space as we break down what makes succession planning successful. - See more at: http://www.technomedia.com/en/our-company/news/blog-news/creating-a-strategic-approach-to-succession-planning#

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