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One of the biggest challenges facing organisations today is finding and acquiring the right staff as suitable people are usually limited in supply, but in high demand. “To win in the marketplace you must first win in the workplace.” – Doug Conant
Not finding the right staff member can make recruiting very costly, especially for smaller organisations who may lack the resources and time of larger businesses – HOAs find themselves in this space.
So, if the right staff member is hard to find, should an HOA not do everything they can – firstly, to employ the right person, and secondly, to ensure that they can retain this person by providing the right conditions for career development and growth? In theory the answer is yes.
In practice, however, this may turn out differently if the HOA does not know what its culture is or has not first looked internally to see if the right people are already in the right roles. A hard look at the HOA’s leadership style is required. For example, does the HOA want someone in this position who follows the processes currently in place, or someone who can bring something new that could improve what they currently offer?
Once all these factors have been ascertained, and employees who are committed to achieving the goals of the HOA have been hired through the right recruitment practices, the HOA needs to ensure that it does not fail to accommodate the expectations of the person employed. Mentoring and coaching are essential to ensure that employees understand the HOA culture and what is required of them. It is understandable that sometimes employers are reluctant to make big investments in staff in an industry where they may not stay long. However, the board must trust that its employees – in being nurtured, involved and informed – will feel they add value. This knowledge, combined with intrinsically rewarding work and scope for career development, will ensure that not only do employees add value to the HOA, but that the HOA also adds value to them.
“Tell me and I forget. Teach me and I remember. Involve me and I learn.” -Benjamin Franklin
In today’s economic climate, with ever-increasing costs, employees are working beyond retirement age, and are not only searching for a company that remunerates well, but are also looking for a meaningful long-term job, doing what they enjoy in a positive committed environment where they feel they are recognised, and that provides them with a platform for career development.
“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”-Simon Sinek
