Before The Search
30 Years | Lessons Learned
Reminder tips about succession planning and recognizing and developing your in-house talent.
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Continually sit down with all your employees and let them know what their career path with your company can be. This will keep them engaged, feel appreciated, motivated, and part of a desirable culture. The new buzzword for this is Stay Interviews. Employees who feel recognized do not look for new opportunities.
Begin a succession planning program for yourself and all your key staff.
Encourage all your people to continually imagine new and more productive ways to accomplish their tasks. This will keep them engaged and appreciated-and create a desirable culture.
Your employees should be your best source for a continuous candidate pipeline. Develop a referral program and periodically ask everyone for a list of potential prospects.
The AEC industry should be a leading choice for young people. The chance to imagine, design and build the future is exciting! Get your people involved in promoting our industry
If you delegate tasks, you will create a culture of followers. If you delegate authority, you will create a culture of leaders.
Become a mentor and create a mentoring program for your company.
Most employees want to come back to the office. Most young people want a hybrid arrangement. Nobody wants to travel more than 35% of the time.
Rockstars are born, sometimes. More often, they need a producer/mentor to rise to their potential. Look for undiscovered rockstars in your company. Provide them with a producer/mentor.
If one of these tips helps one client hire a rockstar, avoid a bad hire, or save a promising employee, then my life’s work will not have been in vain.
To discuss a current search need or any of these tips in greater detail please call me directly 312-505-9543 or email jerry@adamspartners.com