Attract more top performers with a motivating company culture
Did you know that a small group of employees determines the success of an organization? Personnel Psychology research shows that 10% of a company’s total productivity comes from 1% of its employees! And that in addition, 26% of total output comes from just 5%.
This shows the enormous impact that good and intrinsically motivated employees can have. They are the driving factor in the success and pursuit of an organization’s ambition. A startling fact this dependence on a small group. The challenge is to make this group larger and more diverse!
Red Thread
In my 16-plus years of experience at Velde, I see a common thread very clearly. Intrinsic motivation and a clear desire to be part of a healthy ambition are the crucial factors for commitment, success and job satisfaction. If the above is missing or crumbling, this is the most important reason to look next door!
Top performers like to take the initiative themselves and not wait for a recruiter to pull their jacket. They are latent in the labor market. This is precisely why it is very important that organizations reach this latent target group, bind them to themselves and stimulate them with vacancies.
In a gray past
It used to be that this latent group could be reached just fine with print media. A newspaper ad was often enough to reach many interesting candidates. Today, this is many times more difficult and reaching these latent candidates has become a specialty, a separate profession.
This is precisely why it is now even more important that you have something to say if you know how to reach this group and bind them to your brand. A traditional job profile is passé. How are you going to trigger the top candidates?
The best triggers
In practice, salary, travel time and flexibility are often cited as the best triggers for candidates to make a switch. In recent years, I have unfortunately witnessed enough candidates making a switch purely for salary or a fatter car to be disappointed. Luxury gets used quickly and if you have no satisfactions from your job, you will not drive there and back whistling.
Another Indeed study “What matters the modern candidate” shows this: 50% of candidates at a salary level of 100k are even looking around within a month of being hired. This is shocking but, as mentioned, recognizable in practice.
We see at Velde that in addition to the external factors mentioned above, the most important factor for the top performers is intrinsic motivation. Successful employees are happy with the task at hand, see the value of it and have an eye for the bigger picture of which this task is a part.
– Umut Erdogan
The foundation for success
It is a utopia that everyone always goes to work with butterflies in their stomachs. Again, of course, the 80/20 rule applies. However, it is true that if this group is small or gets smaller, it has an inseparable negative effect on a motivating corporate culture. The latter is the foundation and recipe for success and binding and engaging successful employees.
Not surprisingly, the Indeed “Talent Attraction Study” makes a strong case for proper application motivation and favors self-selecting candidates. A good candidate does not need a recruiter to find a job. We can, however, help him think outside existing boxes (other industries, other positions, other perspectives) and we can ask critical questions about his motives and motivation. Just to make it extra clear to himself what this new position will bring him. What will he become wiser from it, what is the Return on Investment (ROI) for him as a candidate for this position?
Once you have the expected ROI in mind, only then can you compare all the pros and cons. Is this expected ROI worth switching? Or do you want to look further.
Investment in the future
The above is the essence of our services and our Velde Method! We believe that an organization’s ambition is the foundation of a motivating corporate culture. Developing a culture where everyone is encouraged to contribute to this ambition is important, but also difficult.
That is why it is vital that an organization has a clear and concrete ambition and actively promotes it. And then appoint concrete assignments for all employees, so that it is clear what everyone’s contribution is in realizing this ambition. The ROI for both the organization and the employee is the measure of this. An investment in the future. That is the focus of the Velde Method. With the aim of creating successful working relationships!
Significant contribution
Companies with a motivational corporate culture are able to make better long-term matches. There is effective expectation management about each colleague’s individual contribution. And thanks to that clear mission, new employees choose the company and current employees want to grow with the organization. Inspired, engaged employees strengthen the company culture. They are loyal and empower others!
In this way, you make a big step toward increasing the group of successful employees who make significant contributions. And they also have enormous job satisfaction!
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