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Business Leaders & Managers –
Are You Finding It Difficult to Attract and Retain Top Performers?
Welcome! I’m Sheila Dundon, founder of Priority Leadership Group. Over the last 20 years, I have helped many organizations stop the revolving door syndrome and create environments where ambitious, high potential performers thrive. In one case, the implementation of a succession plan and career development programs helped a client promote from within and reduce its management turnover from 70% to 30%. We have a solid record of success that proves our approach works. It can work for you as well.
We work with business leaders who are hindered from achieving their goals because they don’t have the right mix of talent. With position vacancies or the wrong skill sets in the job, productivity is suffering. Current employees aren’t ready to take on expanded responsibilities, and managers have to look outside of the organization for the talent to fill the gaps. And finding a genuine top performer is like finding a needle in a haystack.
You Can Stop The Revolving Door Syndrome!
Strategic human capital initiatives are being used by successful companies. State-of-the-art Top Performer hiring models, performance improvement programs, and career development plans are helping many businesses compete successfully for top talent in the labor force. Human capital initiatives are also dramatically increasing their productivity and reducing their turnover costs.
With the state of the economy, there has never been a more beneficial time for implementing human capital strategies. They will make your company more attractive to top candidates looking at new opportunities.
ATTRACT: Companies that utilize hiring models that identify top performers and predict the right person for the job are making the right decisions the first time and not wasting time and money trying to make a mismatch work.
DEVELOP: Career Development plans that identify future staffing needs and assess current employee potential, have helped organizations to be prepared by knowing what competencies to train, what competencies to recruit, and what competencies they already have.
RETAIN: Performance Improvement Programs that are tied to succession plans have given organizations the bench of high potential performers they need when the expected and the unexpected happen.
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