Top Performers for Business Success!
by Dan LaVelle
16 Sep 2005
What it takes to attract today's best
Kong's economy is in relatively good shape these days. Companies
are reporting more consistent growth, and the outlook at least for
the near to mid-term is for this trend to continue on track. But
with today's relative prosperity has come a skills shortage in the
territory especially in the IT, banking and finance, sales and other
The challenge will now be for many firms to help
keep their operations moving forward by hiring and retaining the
best talent possible from a dwindling pool of top quality staff.
And, while the obvious answer might seem to be cutting fatter paychecks
to attract good workers, that's not necessarily what talented workers
are after when they decide to join a company.
More than money
According to staff recruitment specialist Deborah Morgan, director
of Manpower Hong Kong, companies should look at rewarding talented
people not only through salaries, but in wider terms such as career
advancement, training and recognition.
"This may include involving them in management
decisions through greater communication as well as conducting annual
appraisals that focus on both accomplishments and attitude, with
clear, measurable targets and achievable goals", Morgan says.
"Monetary incentives like bonuses may be undertaken quarterly
rather than annually, with basic remuneration more closely linked
Who is a top performer?
According to Ms Morgan, "I think top performers are employees
who are dedicated, continually challenge themselves and have strong
communication abilities. They continually up-skill themselves or
look for companies that can help them up-skill. The best staff are
also 'in tune' with a company's goals and strategies, and work independently
or as part of a team to achieve them. They also want to be continually
motivated and challenged".
Companies may not currently realise or fully appreciate
that they already have exceptional people in their ranks. That's
why, according to Ms Morgan, the best way to identify and continually
develop top performers is to undertake regular appraisals and advertise
positions internally before going to the market. This greatly assists
in identifying the talent you may have 'hidden' within the company.
"It is important to set strong career paths and development
plans for employees and then monitor their progress", she says.
"Top staff are 'in tune' with a company's
goals and strategies, and work independently or as part of a team
to achieve them."
Companies also must do their part to prepare when
trying to attract good staff. This includes understanding your company's
business plans, strategies, vision, and mission. It's also important
to clearly identify a corporate identity to a potential applicant,
explain precisely what the job is that you are hiring for, and how
it fits into the overall company's goals and strategies. According
Ms Morgan, "many good staff leave companies because the job
description didn't meet the actual job situation." Other factors
can also compel staff to leave including no career path and a poor
Stay in touch
Ms Morgan also feels that it's essential for companies to implement
internal systems to help monitor how employees feel about the company
and its culture. She cites people surveys, employee feedback mechanisms
and generally getting employees involved in the company by communicating
with them as a means to help retain good staff. Ms Morgan practices
what she preaches, often encouraging her own employees at Manpower
to not only raise questions or issues, but to offer the solutions
The educational background of potential top candidates
is a key factor when hiring any staff, but Ms Morgan emphasises
that experience is sometimes more important.
Ms. Morgan, originally from Australia, whose 16
years in the recruitment field has provided her with unique insights
into companies' hiring practices and the career paths of many people
says, "it doesn't matter how good or bad a company recruiter
is, it depends on what you do with the talent after they are hired
that makes all the difference. Ignore an employee and he or she
will leave. Fail to develop good talent and they will soon become
not so great talent."
Learn more insights
about the A-Performers:
- Get Connected to the A-Performers
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