Job markets change and evolve constantly. During the recession of the mid-2000s, highly skilled workers and recent college graduates alike were willing to take nearly any position just to get in the door. They were prepared to work in environments that didn’t meet their most basic career goals.

Fast forward 12 years and things have changed a lot. Some people even have Facebook profiles encouraging would-be employers to “Talk to my agent and all offers will be considered at the end of the week” in place of traditional methods of acquiring a job.

What does it take to attract and retain talent now? 

  • There’s a heavy focus on signing bonuses, wages, and salaries that seem extraordinary in comparison to just a few years ago.
  • In some industries, flexible work locations and schedules are in play.

Yes, all of this might be necessary to attract skilled and talented folks to your workplace. However, these perks alone are not the most effective tools for securing loyalty and long-term commitments.

Trust Comes First

Some people overlook the positive working relationship — between leaders and their team members — as a factor when pursuing a particular position or making hiring decisions. It’s not hard to understand why. Financial needs can be pressing and our society often centers the idea that cutting the best deal is of ultimate importance.

But, when the initial shine wears off, the quality of the working relationship grows in importance. It quickly emerges as the factor most team members are likely to identify as the reason for their satisfaction or unrest. And, when there are so many other job options available in the current market, trust and respect become primary considerations.

Don’t forego the work required to build trust. Leaders often become fixed on other factors, perhaps the target of an initiative that must come to fruition or an unsatisfactory situation requiring immediate attention. Trust-building is abandoned or placed behind other, seemingly more urgent priorities.

The first 6 to 12 weeks after a new member joins the team are vital for the formation of such trusting relationships. If you don’t make a concerted effort to establish the root system for trust during this time, the window begins to close and later opportunities are limited.

When team members feel their role is merely transactional, they begin looking for better opportunities. This can happen after only a short time on the job. 

Conversely, if your team members feel valued from the start, they, in turn, will bring great value to your company.

Amazing Culture Is an Asset!

Teams that enjoy a long run of sustained success have, at their core, a culture supporting that success. They have a manner of developing talent and getting things done that’s superior to their competition. These aspects contribute to the capacity of their team members to perform.

There are always lines to join the most successful teams!

Make culture your priority. Build loyalty through trust, and it will become foundational to your prosperity.

After all, the relationship between leaders and team members is the cornerstone upon which all other success rests. When these relationships are in great shape, efforts to improve systems and efficiency are far more likely to be effective. Then, when team members begin to see this trust manifest in opportunities for their own growth, the question of going anywhere else becomes unthinkable.

While money, flexibility, and other perks might entice someone to come on board, trust and teamwork will inspire them to stay.

The world needs more FiredUp! leaders. Are you ready to become one? We’d love to talk with you.