Talent Attraction and Retention Strategy

Gambling is addictive, ironically so it good performance . But what do they share in common? Addiction teaches us that the principle of variable reinforcement is a most powerful motivator when it comes to rewarding, recognising and encouraging the required behaviours and performances in our business. Risk also plays a major part as most individuals require a move from monotony to a more rewarding and interesting type of work. And ultimately, performance is most rewarding when the individual feels that they have a contribution to make - something to feel proud and satisfied about and maybe even something to tell the family about when looking back on a career well managed.

But performance and reward are not equally applicable to all people. Consider the model below:

• Are we really all equal and deserving of equal rewards?
• What incentives exist for you to keep your green quadrant people?
• Do you know that no incentive is in fact a disincentive?
• Do you measure Labour Turnover differently for different groups of people?
• Is the incentive magnetic enough?
• How do you become an employer of choice?
• What do your staff consider you “famous” for?
• Who do you attract?
• Who do you repel?
• Do you know the detail of the 3-Dimensional Contract™ all employees have with their employers?

• The PERSONAL contract, detailing personal expectations, cultural expectations and ideological wish lists;
• The EMPLOYMENT contract detailing pay, rights and responsibilities;
• The PSYCHOLOGICAL contract detailing values, norms and unconscious (sometimes conscious) vision

The course serves to introduce these ideas to your HR and line management people and begins the process of designing a Talent Attraction and Retention strategy for your business. If you are serious about looking after and developing your most precious resource then this program is essential.