advertisement
advertisement
  • 04.24.12

Lousy Employers Attract Lousy Employees–Here’s Your Turnaround Plan

Everyone wants top talent, yet few companies are willing to do the work required to deserve them. For companies that are serious about becoming the type of workplace where everyone wants to get hired, it’s hard to change perceptions, but not impossible–here are a few ways to get started.

Lousy Employers Attract Lousy Employees–Here’s Your Turnaround Plan

Everyone wants top talent, yet few are willing to do the work that is required to be deserving of these people. That’s great news for those who are serious about becoming the type of workplace where everyone wants to work.

advertisement

I had a meeting the other day with a prospect and we were discussing why some businesses have a people lining up outside their door hoping to receive a job offer while others have difficulty filling similar jobs. I believe it’s all about a company’s reputation. Everyone knows who the lousy employers are. It’s hard to change perception, but it’s not impossible. Here’s how:

Be open to change. I’m tired of hearing business owners and leaders say that the reason things are done a certain way is because they’ve always been done that way. This kind of thinking won’t help you become the type of workplace that attracts people who are innovative. In fact, the opposite is true. People who are stuck in their old ways will remain thereby leaving you with a workforce that should have been retired to the minor leagues years ago.

Rid yourself of toxic employees. Nothing brings a workforce down quicker than toxic employees. All it takes is one or two lousy managers to taint the workplace. I’m not going to tell you how to identify these people, as you all ready know who they are. Take action. Eliminate those who are making your workplace a stinky place to work.

Energize your workplace. Companies have been running mean and lean for so long that it’s now become the norm. Employees are dragging their butts to work every day and slogging along. Candidates who are interviewing with your company will sense the negative energy the moment they step foot in your door. Start investing again in your business. Begin by restoring pay cuts and by making some visible investments that will let your employees know your company is back on the move again.

Toot your own horn. You may be a great company to work for, but what good will that do if no one else knows about this? Revisit your mission statement and include a section on your company’s philosophy toward your people. Start a company blog, redesign the career section of your website, ask employees to tweet, hire a PR firm. Just do something!

Everyone wants to be on a winning team. Change up your strategy, trade some players and create the type of organization where only exceptional people need apply.

–Roberta Chinsky Matuson is the President of Human Resource Solutions (www.yourhrexperts.com) and author of the highly acclaimed book Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around, a Washington Post Top-5 Leadership pick. Sign up to receive a complimentary subscription to Roberta’s monthly newsletter, HR Matters.

advertisement

[Image: Flickr user D Sharon Pruitt]

About the author

For more than 25 years, Roberta Chinsky Matuson, president of Matuson Consulting, has helped leaders in Fortune 500 companies, including Best Buy, New Balance, The Boston Beer Company and small to medium-size businesses, achieve dramatic growth and market leadership through the maximization of talent. She is known world-wide as “The Talent Maximizer®.” Roberta, a leading authority on leadership and the skills and strategies required to earn employee commitment and client loyalty, is the author of the top-selling book, Suddenly In Charge: Managing Up, Managing Down, Succeeding All Around (Nicholas Brealey, 2011), a Washington Post Top 5 Business Book For Leaders.

More

Video