Are you prepared to lose your best

employees?

Didn’t think so.

The dynamics of the workplace are changing, making it more

important than ever that your team is equipped to win the war on talent.

More demand for talented workers,

less supply

Millenials will make up 75% of the

workforce by 2025

Millenials and baby boomers alike have

new priorities as it pertains to their

work

75%

What can you do about it?

6 Unexpected Strategies to Attract and Retain Top Talent

*That you can implement today

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STEP ONE:BUILD AN

AUTHENTIC COMPANYCULTURE

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WHAT IT IS

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According to Ben Horowitz, culture must:

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1. Distinguish you from competitor2. Ensure that critical operating values persist such as delighting customers or making beautiful products3. Help you identify employees that fit with your mission

WHY IT MATTERS

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The best and brightest understand that the boundaries of work and life are inextricably blurred. They under-stand that their work will dominate

not only their workday, but also their nights and weekends. They want to for work a company that matches

their values and gives them a sense of meaning.

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Start by getting your company together and have an honest discussion about who you are as a company. What is your mission? What are your shared values and how do you operationalize them? What are the traits of people that thrive at your company? What makes your company different?

Implement cultural design points that emphasize these values. (company-wide behaviors that drive your culture.)

Be patient. Culture isn’t something you can implement in the time it takes to set up a ping pong table. Instead, it is something that evolves over time based on ac-tions that your company takes.

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WHAT CAN YOU START DOING TODAY?

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STEP TWO:SHOW OFF

YOUR SPACE

WHAT IT IS

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Creating an energizing, employee-centric office space is an often overlooked strategy that you can use to both attract new hires and engage your current

employees.

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WHY IT MATTERS

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Office environment makes up 25% of job satisfaction.

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In fact, 62% of US workers say they would be more motivated if employers made an effort to

improve workplace surroundings. And the impor-tance of the physical workplace is only growing!

25%

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Offer flexible workplaces

Choose active furniture

Create de-formalized collaboration spaces

Seamlessly integrate technology

Show off your brand

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WHAT CAN YOU START DOING TODAY?

Standing desks

Standing conference

tables

Active seats

Creative collaboration

spaces

Bright colors& company

logos

1.2.3.4.5.

BLUEPRINT FOR A GREAT OFFICE SPACE

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STEP THREE:PRIORITIZE

WELL-BEING

WHAT IT IS

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Workplace wellness isn’t enough. If you want to differentiate yourself from

your competitors, you need to prioritize workplace well-being.

Workplace well-being expands upon the concept of workplace wellness,

integrating mental, social, and physical wellness

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WHY IT MATTERS

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A comprehensive report by CBRE recent-ly explored the changing landscape of the workplace. Through their interviews with experts, leaders and youths, it was nearly unanimous that by the year 2030, it will

become imperative that workplaces support overall well-being.

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20302030

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Begin by improving one of the seven pillars of workplace well-being.

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WHAT CAN YOU START DOING TODAY?

WaterAccessible, high

quality water

AirOptimize indoor

air quality

LightMinimize

disruption to body’s circadian

rhythm

NourishmentHealthy food

choices

FitnessEncourage

physical activity

MindSupport mental and emotional

health

ComfortDistraction-free,

soothing, productive

environment

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STEP FOUR:DO SOMETHING WORTH TALKING

ABOUT

WHAT IT IS

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Don’t rely on online talent sites to attract your next big hire. Instead, follow this simple

two-step process.

1. Do something worth talking about2. Talk about it (in the right spaces)

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WHY IT MATTERS

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The very people you want to attract aren’t job searching online. In fact, they probably aren’t searching for a job at all! The best and brightest

are thriving at their current day jobs and working on a passion project at night. They certainly are not spend-

ing their time scrolling through online job listings.

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Take a step back and think intentionally about your ideal hire. What ideas excite and engage them? Where do they get their information?

Join the conversation. These days, there are myriad places and spaces to engage potential new hires. You can blog. You can contribute to a site like Reddit or Quora. You can create a dynamic video or infographic. The possibilities are endless.

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WHAT CAN YOU START DOING TODAY?

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STEP FIVE:HIRE

HOLISTICALLY

WHAT IT IS

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Look beyond the resume to determine if a candidate would be a good cultural fit.

Beware of the cultural vampire; “high-performing employees who act at cross

purposes with your company’s culture.”

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WHY IT MATTERS

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Culture vampires quickly gain social capital in companies, and

with capital comes followers. One cultural vampire can quick-ly multiply into a brood of vam-pires, all sucking the vitality out

of your company.

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In interviews, look beyond the resume and ask questions that measure cultural fit. You may even

want to create a cultural fit quiz to see how a candidate aligns with your mission and values.

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WHAT CAN YOU START DOING TODAY?

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STEP SIX:DON’T STOP

DEVELOPMENT AFTER

ON-BOARDING

WHAT IT IS

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Prioritize career development. Create programs that “focus

on the individual and encour-ages employees to drive their

own development.”

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WHY IT MATTERS

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These days, top employees aren’t satisfied performing at the level expected of them.

They are adept, ambitious, and eager to ex-ceed expectations. If they do not get the sup-port they need to at your company, without hesitation they will go elsewhere, which can

be especially costly.

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An analysis of more than 1,200 young, high achiev-ing employees report that the number one reason they leave their jobs is lack of career development.

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Start by having an open dialogue with your employee to understand how they want to develop. Ask questions like “what projects have you found most engaging?” and “what do you really want to learn?”

Work with your employee to design a plan that you both agree will propel them forward in their personal development.

Check in. Meet with your employee to see how things are going and revise your plan as necessary. These check-ins not only help employees mark their development progress, but they also act as a reminder of your company’s commitment to their growth and development.

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WHAT CAN YOU START DOING TODAY?

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