Motivation: The Secret to Attracting and Retaining Talents
Motivational levers and professional interests of talents are key to attracting and retaining talent | Zwi Segal, Which Career For Me
Motivation is the Secret to Attracting and Retaining Talents
Discover the talents’ motivational drivers
The scarcity of talent is a direct consequence of the Great Resignation within companies. According to Zwi Segal, to address this challenge, companies' recruitment processes must be fundamentally transformed. Human resources professionals and employers can no longer rely solely on the technical skills of candidates. How can they do this? From now on, the actual motivational levers and professional interests of talents must be taken into account.
In addition, organizations need to strengthen their employer branding, in order to create attachment and commitment among employees.
Finally, what is surely one of the most difficult tasks is that companies must initiate a profound change in their culture as well as in their management model. The Great Resignation has proven that the top down model must shift towards a bottom up model, where employees' feelings are listened to.
A big change is coming. It's no longer up to employees to adapt to their companies, but the other way around. Organizations must change their paradigm and mindset. Motivation is a prerequisite for performance. And why is that? Because what employees want is to achieve something interesting and meaningful to them, even their childhood dreams. Zwi Segal, PhD in Occupational Psychology and Professor of Human Resources
“According to Zwi Segal, motivation and the quest for meaning are the two key challenges that companies need to address in order to tackle the issues related to the Great Resignation. All the more so in a climate of uncertainty and concern regarding health, ecological and social issues. This can be illustrated by the phenomenon of slashers. The slashers' characteristic lies in the fact that they combine two careers in parallel. Generally, these careers are not linked. There is even a major difference between the two professions. One is the source of income and security, and the other is what they love, what motivates them and what gives meaning to their lives.”
How to evaluate motivations and professional interests?
One of the major issues in organizations today is that managers know the educational backgrounds, academic careers and technical skills of their team members, but rarely - if ever - their motivational drivers.
Yet, each of us has a unique motivational DNA. This DNA is composed of 12 to 18 key motivators. But what is the purpose? The commitment of employees must be measured through their motivation, a key factor of success and performance.
Which Career For Me is an engaging online career and learning planning program based on self-awareness and auto coaching. It is designed to help professionals and career starters:
- Discover their professional interests
- Discover their key motivations and motivational satisfaction with to-do activities to improve the levels of satisfaction
- Identify their perceived strengths
- Find the right learning and development path
With the answers they discover, and the additional activities offered, the program leads them to take immediate actions toward achieving their goals and building successful and fulfilling careers.
In 25 minutes, the online questionnaire provides the employee with insight into their unique traits. The Smart matching system links the individual to a database of over 2000 codified jobs, with 5 to 7 links for each occupation (global & country), and 10-15 videos covering key concepts of career planning and providing explanations of the individual’s results. With the additional to-do activities individuals can take immediate action towards their professional goals.
To sum up, this innovative digital platform adapts to the world of work and to the motivations of individuals tied to the Great Resignation.
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