There’s nothing like recruiting a real star who will take your business on to new places. But how do you keep that person motivated and content? We’d love to hear how you are developing those people who are key pillars of your business.
Offering flexible work life balance for all staff has been key for our business. Creating an environment of trust is really beneficial, we know the work will get done so if people need to pop out to pick up kids or run to do some life admin - there isn’t the same weird perceptions of that, as there used to be in a pre-pandemic world.
When Dave and I created DCG, we wanted to eliminate all the things that sucked in previous firms we’d worked at. We thought of everything that stresses people out and just did the opposite. As such we don’t have an official start time. People get to work when they get to work, and if we’re held up by transport or a failing alarm, there’s no point in stressing about it. We also offer unlimited sick leave, because ten days isn’t enough, and we’d much rather people stay home when they are unwell than bring bugs to our small team and wipe us all out. Finally, we just chose to work in output metrics rather than timesheets. Treating everyone as adults who all know what work they need to complete, rather than encouraging weird presentism, makes more sense to us.
Ask them what they want. What would be their best set up for work & home. What are their priorities, how can we/I help you reach them, what’s the most important thing for you now. Listen, set a plan & leave them to it. Top talent hard to find & so keeping them is vital. It’s all about them, working in with the boundaries of your business values & ethics.