Pay, benefits, and the other stuff that really matters

“We attract the best people because of our pay and benefits.” I wince at these kind of statements.  It is true that there is some correlation between the quality of a candidate and the the quality of the pay and benefits package. But, if the work does not align with what the candidate wants to do in the long term, it won’t matter how much you pay, or how great the benefits are. They will disengage, and then they will separate. We want the best people and we want them to stick around. So, get the pay and benefits right, but don’t stop there. Attracting the best will require more of the future organization. Clear up your mission and niche in the market. Be able to tell the story of why the organization matters and why the work matters. Find and develop great leads to run the teams. Create a training program that encourages long-term development. Create a culture of safety so team members can really wade into the deep end. It’s a holistic approach that seeks to turn your organization into a gravity well that sucks people in, not a fishing boat that trolls the sea. 

by Jonathan Wilson

Jonathan is the Head Coach at Sandcastle Company, a Seattle-based leadership training organization. His first book, Future Leader: Rebooting Leadership to Win the Millennial and Tech Future [link], is now available. Jonathan regularly writes and speaks about The New Leader Way, leadership resilience, and the future of work. He has years of leadership experience in both the public and private sectors, a master's degree from Seattle University, and professional coach training from the University of Miami.

Filed under: Future Leader

Published on November 1, 2018

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