The dynamics of the workplace are changing, making it more important than ever that your team is equipped to win the war on talent.

1. Are you prepared
to lose your best
employees?

2. Didn’t think so.

3. The dynamics of the workplace
are changing, making it more
important than ever that your team
is equipped to win the war on talent.

4. More demand for
talented workers,
less supply
Millenials will make
up 75% of the
workforce by 2025
Millenials and baby
boomers alike have
new priorities as
it pertains to their
work
75%

5. What can you do about it?

6. 6 Unexpected Strategies to
Attract and Retain Top Talent
*That you can implement today

7. 1 2 3 4 5 6
STEP ONE:
BUILD AN
AUTHENTIC
COMPANY
CULTURE
1

8. WHAT IT IS
1 2 3 4 5 6
According to Ben Horowitz,
culture must:
1
1. Distinguish you from competitor
2. Ensure that critical operating
values persist such as delighting
customers or making beautiful
products
3. Help you identify employees that
fit with your mission

9. WHY IT
MATTERS
1 2 3 4 5 6
The best and brightest understand
that the boundaries of work and life
are inextricably blurred. They under-
stand that their work will dominate
not only their workday, but also their
nights and weekends. They want to
for work a company that matches
their values and gives them a sense
of meaning.
1

10. 1 2 3 4 5 6
Start by getting your company together and have an honest discussion about
who you are as a company. What is your mission? What are your shared values
and how do you operationalize them? What are the traits of people that thrive at
your company? What makes your company different?
Implement cultural design points that emphasize these values. (company-wide
behaviors that drive your culture.)
Be patient. Culture isn’t something you can implement in the time it takes to set
up a ping pong table. Instead, it is something that evolves over time based on ac-
tions that your company takes.
1
WHAT CAN YOU START DOING TODAY?
1.
2.
3.

11. 1 2 3 4 5 62
STEP TWO:
SHOW OFF
YOUR SPACE

12. WHAT IT IS
1 2 3 4 5 6
Creating an energizing,
employee-centric office space is
an often overlooked strategy that
you can use to both attract new
hires and engage your current
employees.
2

13. WHY IT
MATTERS
1 2 3 4 5 6
Office environment makes
up 25% of job satisfaction.
2
In fact, 62% of US workers say they would be
more motivated if employers made an effort to
improve workplace surroundings. And the impor-
tance of the physical workplace is only growing!
25%

14. 1 2 3 4 5 6
Offer flexible workplaces
Choose active furniture
Create de-formalized collaboration spaces
Seamlessly integrate technology
Show off your brand
2
WHAT CAN YOU START DOING TODAY?
Standing desks
Standing
conference
tables
Active seats
Creative
collaboration
spaces
Bright colors
& company
logos
1.
2.
3.
4.
5.
BLUEPRINT FOR A GREAT OFFICE SPACE

15. 1 2 3 4 5 63
STEP THREE:
PRIORITIZE
WELL-BEING

16. WHAT IT IS
1 2 3 4 5 6
Workplace wellness isn’t enough. If
you want to differentiate yourself from
your competitors, you need to
prioritize workplace well-being.
Workplace well-being expands upon
the concept of workplace wellness,
integrating mental, social, and
physical wellness
3

17. WHY IT
MATTERS
1 2 3 4 5 6
A comprehensive report by CBRE recent-
ly explored the changing landscape of the
workplace. Through their interviews with
experts, leaders and youths, it was nearly
unanimous that by the year 2030, it will
become imperative that workplaces
support overall well-being.
3
20302030

18. 1 2 3 4 5 6
Begin by improving one of the seven
pillars of workplace well-being.
3
WHAT CAN YOU START DOING TODAY?
Water
Accessible, high
quality water
Air
Optimize indoor
air quality
Light
Minimize
disruption to
body’s circadian
rhythm
Nourishment
Healthy food
choices
Fitness
Encourage
physical activity
Mind
Support mental
and emotional
health
Comfort
Distraction-free,
soothing,
productive
environment

19. 1 2 3 4 5 64
STEP FOUR:
DO SOMETHING
WORTH TALKING
ABOUT

20. WHAT IT IS
1 2 3 4 5 6
Don’t rely on online talent sites
to attract your next big hire.
Instead, follow this simple
two-step process.
1. Do something worth talking about
2. Talk about it (in the right spaces)
4

21. WHY IT
MATTERS
1 2 3 4 5 6
The very people you want to attract
aren’t job searching online. In fact,
they probably aren’t searching for
a job at all! The best and brightest
are thriving at their current day jobs
and working on a passion project at
night. They certainly are not spend-
ing their time scrolling through
online job listings.
4

22. 1 2 3 4 5 6
Take a step back and think intentionally about your ideal
hire. What ideas excite and engage them? Where do they
get their information?
Join the conversation. These days, there are myriad places
and spaces to engage potential new hires. You can blog.
You can contribute to a site like Reddit or Quora. You can
create a dynamic video or infographic. The possibilities are
endless.
4
WHAT CAN YOU START DOING TODAY?
1.
2.

23. 1 2 3 4 5 65
STEP FIVE:
HIRE
HOLISTICALLY

24. WHAT IT IS
1 2 3 4 5 6
Look beyond the resume
to determine if a candidate
would be a good cultural fit.
Beware of the cultural
vampire; “high-performing
employees who act at cross
purposes with your
company’s culture.”
5

25. WHY IT
MATTERS
1 2 3 4 5 6
Culture vampires quickly gain
social capital in companies, and
with capital comes followers.
One cultural vampire can quick-
ly multiply into a brood of vam-
pires, all sucking the vitality out
of your company.
5

26. 1 2 3 4 5 6
In interviews, look beyond the resume and ask
questions that measure cultural fit. You may even
want to create a cultural fit quiz to see how a
candidate aligns with your mission and values.
5
WHAT CAN YOU START DOING TODAY?

27. 1 2 3 4 5 66
STEP SIX:
DON’T STOP
DEVELOPMENT
AFTER
ON-BOARDING

28. WHAT IT IS
1 2 3 4 5 6
Prioritize career development.
Create programs that “focus
on the individual and encour-
ages employees to drive their
own development.”
6

29. WHY IT
MATTERS
1 2 3 4 5 6
These days, top employees aren’t satisfied
performing at the level expected of them.
They are adept, ambitious, and eager to ex-
ceed expectations. If they do not get the sup-
port they need to at your company, without
hesitation they will go elsewhere, which can
be especially costly.
6
An analysis of more than
1,200 young, high achiev-
ing employees report that
the number one reason
they leave their jobs is lack
of career development.

30. 1 2 3 4 5 6
Start by having an open dialogue with your employee to understand how
they want to develop. Ask questions like “what projects have you found
most engaging?” and “what do you really want to learn?”
Work with your employee to design a plan that you both agree will propel
them forward in their personal development.
Check in. Meet with your employee to see how things are going and revise
your plan as necessary. These check-ins not only help employees mark their
development progress, but they also act as a reminder of your company’s
commitment to their growth and development.
6
WHAT CAN YOU START DOING TODAY?
1.
2.
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