Client Support - Keeping Headhunters awayKeeping your best people happy is not easy for any employer. Remember that whatever motivates people to be driven to be the best, will inevitably make them restless if they feel they are standing still in their career.
However, once the Headhunter makes contact, they could become very unsettled as they start to realise a wider world and that other employers may well value them more.
What do people really want from their book publishing career?
At Gregory Martin Search we look first at the four S's when looking at career motivation; Stimulation, Salary, Status, Security (we include Recognition in Status, and Job Satisfaction in Stimulation).
* Whilst not wishing to give all our trade secrets away, as Headhunters we know what unsettles people, so here's a little food for thought;
* Very few people are in book publishing for the money, and candidates rarely move just for that reason. However if they feel their salary is no longer competitive, resentment builds and they will soon think of bettering themselves.
* Talk to Gregory Martin and we'll conduct a free confidential salary benchmarking review to ensure you're still competitive.
* In book publishing, many value status over salary. This means that just having a new improved job title that recognises the person's progress can be a great fresh motivator. Our research tells us this is a effective way of creating loyalty and is generally underused in book publishing.
* Good incentive schemes are also underused in book publishing. Regular incentives (esp cash) during the year keep people loyal, however, a good yearly bonus can make a significant difference to people. This is one factor that stops many from moving as they need to stay for the period to qualify for the bonus, and this helps keeps them loyal.
* The same applies to annual holidays. In tough times an extra few days holiday or even allow say 5 annual duvet days instead of a pay increase for loyalty can be very welcome.
* Key staff who don't like to self-promote can be easily overlooked by Senior Management. When the Headhunter comes calling, they will feel undervalued by their current employer and are easy to tempt with a great new job.
* Regular reviews outside of the annual appraisal are so important to let people know how much you value them. Though times are tough today, when things improve many good people who feel undervalued will move on.
For a confidential chat about how Gregory Martin can add more value outside of Search & Selection and to discuss our general findings, please contact Greg Evaristo and we'll be pleased to talk whether you're currently a client or not - email greg@gregorymartin.org
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