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Myth #5: We need to offer top pay and top line benefits if we have a hope of attracting and keeping top performers. |
Research and experience continue to show that pay and benefits are among the weakest ties. There’s no question you need to offer a package that’s in the right ballpark… but so long as these factors are roughly right, others become much more important.
The factors that attract the right candidates and keep your people focused and productive are what researchers refer to as the four critical aspects of fit. Fit with manager is the most important; it will make you or break you. The other three are fit with the job, with the team, and with the company. It’s surprisingly easy to filter people in to a conversation with you on the basis of these aspects of fit, and yet remarkably few organizations have figured out how to do it reliably.
The most valuable competitive advantage for any business is to staff with top performers who perform better and stay longer. You can rely on the Fit First Philosophy… it will power your business to better results and a stronger P&L.
The right assessment tool can explain the differences between your top producers and the rest... and then equip you to fill your bench with only the best.
Michael Lee Stallard is a vigorous proponent of the bottom-line value of fit in any organization. Fit, passion, and connection are direct contributors to productivity, alignment, retention and a host ...
Managing the quality of relationships at work is critical to employee engagement. You can't afford managers who act like talent repellents.