Reviewing our Summit: The Laws of Attraction… and Retention – Employers of Choice Panel

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Reviewing our Summit: The Laws of Attraction… and Retention – Employers of Choice Panel

Reaching five years in business is a milestone worth celebrating!

With our usual methods of celebration out of the question, we thought outside of the box and decided to dedicate an entire day to the celebration; an online virtual summit to be delivered in four sessions. Featuring a number of friends of the business, and powerhouses in their own rights, we sought to give back to our amazing clients and candidates who have supported us over the last five years by providing completely free, insightful, and topical content, all whilst supporting our charity partner, Stepping Stone House.

The Laws of Attraction… and Retention – Employers of Choice Panel

The first session of the day was a conversation with leaders of businesses that have found success and prestige by placing culture and employee experience at the forefront of their talent acquisition and retention strategies. Moderated by Co-Founder and Director of Lotus People, Sinead Connolly, The Laws of Attraction… and Retention – Employers of Choice Panel featured Head of HR at Cisco, James Comer, Chief of Staff at Google, Stephanie Borgman, and Zrinka Lovrencic, the Managing Director at Great Place to Work Australia. 

We are so thankful for each panelist for participating in an open dialogue about why trust is fundamentally the core of any great culture, how businesses of any size can develop a rock solid employer brand and why every person in a business should see culture as their responsibility. See our key takeaways below.

  1. People are the true foundation of culture – culture is anchored in trust between employees, leaders and companies, and it is not static. 
  2. It is important to make many of the implicit expectations that exist between people and their organisation, explicit.
  3. Looking after employees mental health moving forward is going to have to become a standard, everyday thing that happens in an organisation. 
  4. Everybody, leader or individual, has exactly the same amount of ‘coping with a pandemic’ experience – it is important that leaders share their wrinkles and their flaws so that when their people come to them, they feel comfortable and safe.
  5. The most important ingredient in culture is hiring; hiring should be treated as a privilege. 
  6. The lockdown period actually provided organisations with an opportunity to be honest with their employees and keep them informed – communication improved, as did one-on-one attention. 
  7. Focussing on perks is a thing of the past and isn’t going to keep people happy. 

We hope you enjoyed the session!

If you missed it, click HERE.