The 5 C’s to retaining top talent starts with connection

CEO and Founder at Tramazing, former President of the Zig Ziglar Corporation, and former Executive Vice President of Sandler Corporate Training, Michael Norton has helped companies accelerate their growth by elevating their talent through learning and development programs. Michael has had the pleasure of working with world-class companies such as Siemens Healthcare, WebMD, 7-Up, Cardinal Health, Cemex, Boral, HPE, Indeed, Lonza, KONE, Evonik, Quest Software, Dell, Anixter, and many more. for 30+ years he has developed, written, delivered, reinforced, and sold sales and sales management training programs that deliver real ROI while fitting into a company's culture, processes, daily sales workflow, and budget.

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This is the first in a five-part series on best practices for attracting, hiring and keeping top talent. Over the next several weeks we will explore the 5 C’s that can help us better understand our employees and team members and how we can create a top performing organization that attracts the very best people. Those 5 C’s are Connection; Collaboration; Change; Consistency; and Culture.

In a recent review of why people leave their jobs and looking at results from across multiple industries and organizations, it seems like the notion that people are leaving jobs only because of a better earning potential elsewhere is not entirely accurate. Sure, everyone would like to earn as much as possible, but no longer are they willing to work in conditions or situations that are not in alignment with personal preferences, expectations and goals. Nor do they want to work in a place that makes them miserable.

Money is certainly a motivator, but depending on the data or source, money typically is a lower priority or reason that inspires someone to leave their current position. When we look closely at the current rate of job openings and the difficulty companies are having filling key positions, we might find the solution in the first C, “Connection,” when it comes to attracting and retaining top performers and the future leaders of our organizations.

When I look at company websites and interview current employees and leadership, I look for ways that the company connects team members at every level with the goals and objectives of the organization. Every business is in business to provide goods, service or solutions to their clients. The question I like to ask is this, “Is everyone on the team connected to the impact that the products or services provide to the client?”…

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