The Legacy model might help you understand
About fourteen years ago I met Matt Church, the founder of Thought Leaders Global. We clicked and I went on to study many of Matt's methodologies, eventually becoming an accredited Mentor and member of the inaugural faculty of Thought Leaders Business School. I am still a dedicated Ambassador for Thought Leaders Global and continue to run my practice in line with the TLG mantra: do the work you love, the way you want, with people you like.
Some say that's nirvana. I say it's essential if you want to live a life by design.
With it comes a dedication to doing your best work for those you serve. Given my work often involves team building and leadership training, it pays to understand what drives people, why they take a job, whether they are a good fit for your "family" and importantly what keeps the good ones there.
Thanks to Matt, and the Legacy Model he introduced me to, I learned there are five things to think about in this context. And I have tested them regularly over the last 14 years.
First we must pay enough money. No kidding Sherlock, I hear you say, but allow me to elaborate. In the past five years we have come to think that many people consider money as the most important thing. Granted we are paying more these days for people in the same roles as we did pre-Covid, but we still only need to pay them enough money, not crazy over-money. And that's because money continues to be only the fifth most important consideration when applying for a job and accepting it. Trust me, if the prospect is fixated by money first, they are not the right person anyway.
There's much more to life than the money.
Next, give me the role I want. Again, it sounds obvious, but can you tell if this person is just seeking a job, or they really want it? Have they trained for it, do they love the work you are hiring them for? If they don't, they'll be headed somewhere else as soon as the role they really want turns up.
Third in importance, and too often the overlooked part of this equation, allow them to grow. Most people who find themselves in jobs they really want at the right money are also looking to continue learning in the field they have chosen. If employers invest in their people, give them opportunities to hone their craft, develop new skills and take more responsibility, they become very conscientious and look for even more growth.
Even more importantly, people want to belong.
The second most important consideration for prospects is to join organisations where the leaders ensure the right environment for great culture to flourish. Contrary to popular belief, great workplace culture is not built from the top. The team builds the culture. Leaders must simply ensure that the activities, influences and freedoms that help team members embrace their workplace are in place. Critical, if you hope for a culture where people love to come to work, and want to keep coming.
Finally, do all this and your team members have an environment where they can do their best work. They can create their own legacy, and that is when they become super sticky. There are very few reasons for people to leave an environment where they are paid enough, in the roles they want, where they can grow, feel like they belong and do the work they love.
Love to hear your thoughts on this and what has worked for you. If you want some help with setting the right hiring strategies in place, give me a call on +61 438 665 280 and I'll tell you how my signature coaching program, Game Focus, will set you on the right path.
Cheers, Rod.