Tips 4 Tuesday #5: Talent Attraction and Retention and more Attraction

Tips 4 Tuesday #4: Talent Attraction and Retention and more Attraction

“Attraction and Retention aren’t about perks—they’re about purpose. People stay when they feel connected, recognized, and growing toward a future that matters to them.”

Clarify and Communicate Purpose — because people stay where they feel connected, valued, and inspired. And, cultures with a clear purpose are like a magnet for talent! We work with several examples like Raymour & Flanigan, C&D Advertising, Wolfspeed, Danfoss, and more.

Tip #1: Link Individual Purpose to Organizational Mission

“When people see how their work matters, they stay longer and give more.”

Regularly ask your employees this question: “How does what you’re doing today connect to what matters most to you personally?”

If they can’t answer, you have a coaching opportunity — not a performance issue. Train managers to help employees see the personal connection between their job and their life goals.

From Leading the High Energy Culture: High-performing leaders repeatedly connected individual purpose to team and organizational success.

Tip #2: Tell the Story, Over and Over

“Purpose isn’t a one-time announcement. It’s a drumbeat.”

Leaders must recast the vision consistently:

• In meetings.
• In casual conversations.
• During performance reviews.

Share customer success stories, mission moments, and personal leadership reflections to make the organizational purpose come alive.

John Maxwell says “Leaders are dealers in hope.” and Kouzes & Posner say “Encourage the Heart.” It’s all about consistent emotional connection.

Tip #3: Recognize Strengths, Not Just Results

“People stay where they are seen for who they are—not just what they do.”

Shift recognition from only outcomes (sales, quotas) to include strengths such as:

• “I see how your positivity lifted the team.”
• “Your strategic thinking shaped this project.”

We teach managers how to notice and name strengths in action, a powerful retention tool.

Gallup research (through CliftonStrengths) shows that recognition tied to strengths drives 2x more engagement than recognition tied only to outcomes.

Tip #4: Build Development Pathways Early

“Retention isn’t about what you offer at year 5. It’s about what you offer at month 5.”

Even for entry-level hires, map out potential growth paths early.

• Use coaching conversations to discover aspirations.
• Show new hires where they could be in 1 year, 3 years, 5 years.

Better still, start in the schools!

Talent leaves when they can’t picture a future. Leaders must help them dream inside the company.

Simon Sinek’s “Start with Why” isn’t just for companies. It’s personal for employees, too.

Now, what about “More Attraction.”  Well when you do this right you can expect to grow your business exponentially.  The best players want to play on the best teams.  And, when they do the teams tend to become dynasties.