Management Playlist - How To Attract, Retain, and Manage Top Talent

What's going on? This is Mark your Williams. Welcome to my channel or live certification courses. This is the channel we got learned in new skills, set a brush up on an old one.

This is the education and improvement show with the priority if you want to stay a curting and feel the work and plus get paid to work. Enjoy the tutorial. All the links will be down in the description below. Please make sure you like this tutorial with informative.

Please subscribe to my channel so you don't miss any training courses you may want to pick up. Comment below what do you like to get certified in and I can personally send you a link to check out. So let's get started. Smart companies like Amazon, Google or Facebook have the secret sauce when it comes to attract, retain and manage top talent.

Personally, I really isn't that hard to do. You just have to lose the command and control approach and you will be alright. I know. I know.

I know a lot of managers and supervisors and even employees that are watching this tutorial are either laughing or saying that will never happen. Well, I hate to burst that little bubble that you live in but the whole ruling with the iron fist is so long gone. Adios. But even that's you.

Goodbye. And as a business owner or upper management, when you'd like to have a full proof way to attract, retain and manage top talent, no. It never question mine once. Come on, you guys.

You never sat in those conference rooms and said we need to find ways to attract, retain and manage top talent that comes through that door. Well, to be honest, I was at the company for 20 years and I didn't hear it either. It was more like everyone's replaceable. It's sad to say the company's saying.

Anyway, that's why I'm here to help. To be that beacon of hope. So let's get into it. Well, not every company can afford expensive flashy perks, but everyone can get creative.

Reshore did this when the pandemic hit and it remote work was one of them with more flexibility to work schedules and so forth. Could you have an imagine sending an email prior to this crisis and stating you'll be working from home and you could be reached via Team Chat or Zoom? I worked at a place when they told the IT guy, he couldn't even work from home. The IT guy.

And this was an AV company. Imagine this stupidity level there. I think when the labor shortage hit and all the upper management were rolling up their sleeves and they had to be the delivery driver, forklift operator, shipping and receiving, or be a receptionist, a lot of people out collecting those stimmies and unemployment checks left those people who still had a job of delivering a lot of their hands on positions, creating new skill sets and eventually becoming 10X in the talent economy as well as the technology field. These 10X game changers started knowing their worth and went for it at the place of businesses.

A lot of upper management was a buy-in and stating you should be lucky to have a job and poof. Out the door these 10X game changers went, sold a new outstanding skill sets to another company and kept pushing them. These top talents, 10X employees of Guarantee, TOW, worked at average employee and should be awarded so. So sorry to get off the track a bit.

So here are some ways to attract, retain and manage top talent. 10X employees is amazing at what they do, but part of being top talent is always remaining curious and open to feedback, creating a culture of open feedback as a must. The best managers check in frequently to make sure their team has everything they want to need from access to resources and information to additional help as well. And don't get this confused with my commandaging either.

When managing top talent, the job is going to get done regardless. How exactly will a get done, meaning when and where? When and where? Should be a minimal concern to written dealing with top managers.

The focus should be more on results, less on process. Part of talent, when you believe a bell, to be trust. And as a manager, you need to continually check in on that instinct, ask questions such as, do you trust your team, your employees, your contractors? What are your ads online is offering to these 10X workers?

Better healthcare packages? Better work environment? Companies are still trying to figure out this switch of rule that has taken place in a work economy. It used to be the company don't need you guys.

Pointing the phrase, everyone's replaceable. To hey, guys are companies, we need you. And here in some of the incentives we are offering for the right candidate, create a recreative better culture and stronger vision statement, and live up to the point where employees can actually see and go and know within the company. When you get them through the door, do you have an onboarding process?

I just some pamphlets from HR giving to you and right away management, looking for results from you. Trust me, I've seen it done. But a professional onboarding process. I personally went through a three day onboarding at my new job and once I hit the first day at work.

It seemed like I had been there for a year. My job description was fully laid out. I have been introduced to the team management, was on a road with me for another three days, it worked out perfect. A poorly onboarding process can lead to a revolving door at your business.

And as I have mentioned in my other tutorials, which I will leave a link down below, is the cost of onboarding is about $5,000, a billable time, meaning time taking away from the other employees, that's from the onboarding team. And if it's not done correctly, you're going to pay another $5,000 and another. So what do you have in place? These two words can make and break a company when it comes to their employees.

These are looking into more autonomous workers in which these 10x workers are experts that they need very little supervision when doing their tasks. Micro-managing is out the door when it comes to retaining top talent. Management needed to give them flexibility when doing their job. Also let me throw this in.

Set in stone, work hours are a thing to pass. I've been for quite some years. Yes, there are still antiquated businesses, small and large, doing it. Again, I was very fortunate to have a start time option between $7.9.

I chose not to do the early morning things I need to do from time to time. Work-life balances is king right about now as to where it's rarely spoken of back then. You as a manager or supervisor or as a business, what do you have in place when someone asks you about work-life balance after your company? Many things would take some time to check my tutorial out or the links are in the description below.

Please subscribe to your own missile and any training certification courses you may want to pick up. Comment below done and I reply back. If you check me out on Facebook and the market Williams, there will also have an online certification page where you can like it as well. Please make sure you check out these certification courses as well.

Float around right here. Know as you remember to get paid your worth. Many thanks, it's market Williams and high-mount.