Sunday, April 15, 2007

The war for talent - Win, or GO HOME!

We've all heard about the terrible War for Talent we're facing. Predictions are that in many locales, there won't be enough available workers to fill the jobs. I say the problem is actually much worse than the predictions.... and it's already here. Before we ever get to the problem of not having enough people to fill the jobs, we are already deep into the problem of not having enough TALENTED people to fill key roles.

Now I'm no seer, but in my interview with the Cranky Middle Manager quite a while ago, I brought up the idea that it's not enough to have flow of candidates for your company's jobs... you need the best and brightest candidates if you want to be competitive, but do the math; not enough people to fill the roles in general AND hot competition fueling the hunt for the scarce "Fabulous 15%" equals a recruitment and business execution nightmare.

What can you do when faced with this situation? Well, you cannot change the environment, but you CAN change how you address it.

Having the talent your company needs to succeed requires a two-part strategy. Part one is based on ensuring that your company attracts it's fair share of REALLY TALENTED people. Even in a world where you are competing with companies like Google for great talent, there are ways to differentiate yourself to find, attract and engage talented people. The "buy it" approach to talent.

Part two focuses on finding and developing great talent within your walls by identifying internal talent through assessment, development and deployment techniques. The "build it" approach to talent.

I will remind you again (and again and again!) in this series, that neither talent acquisition (recruitment) or internal talent development alone alone will win the war, but in the right proportions - they can be a devastatingly effective weapon.

I normally blog once a week, but for this series, I will probably roll things out a WHOLE LOT faster..... stay tuned intrepid warrior....

Sunday, April 08, 2007

Time to go; When turnover isn't really a bad thing

All of you card carrying HR trolls in the audience, plug your ears for this one.
Turnover is NOT a bad thing!
There, I said it, and my HR training tells me I should go wash my mouth out with soap for spewing such treason. After all, page 96 of the HR Secret Code Book clearly states that turnover is an indicator of problems and brings huge costs to the company - right??? BUNK!

Sure, turnover is a critical stat for any organization to watch, and I fully acknowledge that the cost of turnover can be something like 150% to 250% of a person's salary, and some will argue that these costs make higher levels of turnover unsustainable. But while these are basically true, they sort of lead you to believe that lower turnover is better always better - and that's not always the case either. There are some general rules that apply; Too much turnover, for too long can be a bad thing because it causes instability, poor moral and prevents the development of individual expertise and organizational culture. Too little turnover can denote stagnation, complacency and a weak performance culture.

Let's look at an example of where a short burst of high turnover can be just what the medicine man ordered.

You run a sales organization with 50 salespeople, each of whom is paid a base salary of $100,000 has a $1 million annual target. If they are on average only hitting 50% of goal, you are only realizing $25 million in revenues against a $50 million goal. How long can you sustain that??

The truth is that while turning over half of your sales force at 250% of their annual salary will cost you over $6 million in turnover costs, you are just cutting your losses.... the costs in lost sales from that group is over $12 million! I'm no math major, but that sounds like a pretty good start. And if you follow our prior lessons about hiring talented people, you might actually have a shot at them actually making their sales goal and turning a profit along the way. And if most of those who leave do so after having been counseled about their poor results, coached on how to improve them and still not getting it done, you get the bonus prize of having established a performance baseline so EVERYONE knows it's time to put up, or move out. Combined with the potential for better hires due to turnover, you've now got the makings of a very solid and performance focused workforce.

Yes, it all sounds pretty cut-throat, and we all know I am a proponent of the "try to develop rather than replace" approach, but let's face it; not everyone is in the right place to grow and perform at a given moment, so the "manage them up or manage them out" approach fits best sometimes.

Get your HR folks to help you dissect your turnover. Compare your turnover against performance results. How is your turnover spread across groups (job, tenure, age, gender, ethnicity, supervisors, locations, etc). You are looking for evidence that
you are holding on to your top performers and exiting your worst. If that's not the case, get HR to help you dig deeper and find ways to make it so.