Senior Client Partner, North America
Most employees when they're moving from one organization to another are going to get some kind of a premium – they're going to be paid a little more in their new organization.
But if they're moving to an organization that doesn't have a strong reputation for the place to work, that organization needs to pay considerably more to bring new talent on board and then not only do you see it in terms of the amount that you have to pay for talent, but then.
The relationship that you have with that talent really suffers if you're not paying attention as well in terms of things like engagement and commitment - not only for your new joiners, but even over time.
Organizations that don't have a strong relationship with employees, don't have commitment from employees, don't have engagement, where employees don't feel enabled to really succeed, all adds up to impact organizations in both their top and bottom line growth.
There are real financial implications for organizations not getting employee relations right.
It's not enough to just care and sort of hope that by caring that's going to fix everything. There are some additional things that you need to think about in order to truly be an employee centric organization.
You need to really know your employees - deeply.
We need to bring the same level of rigor to understanding our employees, understanding what they're looking for by using high powered analytics to really get beneath the surface and understand what employees are looking for.
We really need to think about how we can organize ourselves, our own internal functions, around what employees need rather than our own functions that may be convenient for us.