{"id":3119,"date":"2016-09-16T14:37:38","date_gmt":"2016-09-16T13:37:38","guid":{"rendered":"https:\/\/marvel7077.wpengine.com\/?p=3119"},"modified":"2020-11-12T13:50:57","modified_gmt":"2020-11-12T13:50:57","slug":"hiring-creatives-ii-retaining-talent","status":"publish","type":"post","link":"https:\/\/marvelapp.com\/blog\/hiring-creatives-ii-retaining-talent\/","title":{"rendered":"Hiring Creatives II: Retaining Talent"},"content":{"rendered":"

So, you\u2019ve found the right designer for the job. It wasn\u2019t easy but you got there through some rigorous role analysis with the team, excellent job marketing techniques and creating a fool-proof interview process, which drew out all the information you needed. Trusting that your designer has accepted the role - it\u2019s now time to assess what happens after you hire. How do you retain talent?<\/p>\n

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\"Companies should exist to serve the creative capacity of the individuals they hire.\"<\/p><\/span><\/blockquote>\n

\u201cHow designers want to be managed is an incredibly important topic that\u2019s not getting much attention. I believe that companies should exist to serve the creative capacity of the individuals they hire. To try to flip the traditional hierarchical model on its head and look at it from an individual contributor\u2019s point of view: what sort of environment is going to help them excel and thrive as a creative professional?\u201d - Bob Baxley<\/a>, Design Executive in Silicon Valley and has worked for companies like Apple, Yahoo and Pinterest. <\/span><\/p>\n

Before looking at managing designers let\u2019s consider an aspect that too often gets overlooked in the hiring process. Cultural fit. \u201cThe result of poor culture fit due to turnover can cost an organisation up to 60% of the person\u2019s annual salary\u201d, according to the Society for Human Resource Management<\/a>. So it\u2019s clear to see that failing to observe and manage one\u2019s company culture is both costly and ineffective.<\/p>\n

Company culture is defined as the \u201cbehavior of humans within an organization and the meaning that people attach to those behaviors.\u201d Which William Craig<\/a> claims is generally made up of the following factors: vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits.<\/p>\n

Surprisingly, few companies define their culture, but it\u2019s something that should be carefully considered and outlined before going into the hiring process. Once you\u2019ve done that and interviewed a bunch of talented designers, you will know that their values are aligned with the business and will more than likely result in a long term, happy, employee.<\/p>\n

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\"Nowadays \u2018cultural fit\u2019 can also be a euphemism for justifying cultural bias.\"<\/p><\/span><\/blockquote>\n

Although, Joshua Spears<\/a> raises the argument that nowadays \u2018cultural fit\u2019 can also be a euphemism for justifying cultural bias. Wharton Management Professor, Katherine Klein <\/a>says, \u201cIt\u2019s usually this sense that this person doesn\u2019t seem \u2018like us,\u2019 like she or he won\u2019t party well or play well. There are all sorts of biases that can\u200a\u2014\u200aand do\u200a\u2014\u200acreep in.\u201d Lauren Rivera<\/a>, an Associate Professor at Northwestern University\u2019s Kellogg School of Management says that, \u201cfit should be based on data-driven analysis of what types of values, traits and behaviours actually predict on-the-job success.\u201d<\/p>\n

\u2018Fit\u2019 does not mean the \u2018same as us\u2019. Diversity is incredibly crucial to businesses success. \u201cTeams that are unlike each other introduce more new ideas and even \u200ahelp the team members process information more carefully. Diversity may create a little tension, but that\u2019s a good thing. The mere presence of socially distinct newcomers and the social concerns their presence stimulates among old-timers motivates behavior that can convert affective pains into cognitive gains\u201d\u200a\u2014\u200aor, in other words, better group problem solving.\u201d<\/p>\n

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\"People are complex and there is no right in treating two people the same.\"<\/p><\/span><\/blockquote>\n

Whilst your culture should enclose systems, beliefs and habits, it\u2019s no mystery that every person is unique. From personality, skills, goals and aspirations - people are complex and there is no right in treating two people the same.<\/p>\n

There is an interesting study from Daniel Pink<\/a> which explores what inspires motivation. His findings present an overarching thesis for each individuals wants and needs. Pink says that everyone craves autonomy, purpose and mastery<\/a> in their careers, and when they do achieve each of these not only are they happier individuals but also more productive and successful.<\/p>\n

But is there some sort of secret sauce for creatives?<\/p>\n

\u201cSuppressed creativity is a malign organizational tumour\u201d says Tomas Chamorro-Premuzic<\/a> in his research<\/a> into retaining employees. \u201cAlthough every organization claims to care about innovation, very few are willing to do what it takes to keep their creative people happy, or at least, productive.\u201d His seven key ways to retain creatives, listed below, translate into other findings in this space:<\/p>\n

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  1. Let them fail: Give them the room and support to be creative.<\/li>\n
  2. Surround them with less creative people: This relates to managing productivity. Surrounding creatives with creatives might mean endless competing, brainstorming or simply not speaking to each other.<\/li>\n
  3. Involve them in meaningful work: Inspiration is fueled by meaning.<\/li>\n
  4. Don\u2019t pressure them: Creativity is usually enhanced by giving people more freedom and flexibility at work.<\/li>\n
  5. Don\u2019t overpay them: When tasks are meaningful, external rewards diminish engagement.<\/li>\n
  6. Surprise them: Creativity is linked to higher tolerance of ambiguity.<\/li>\n
  7. Make them feel important: If you fail to recognize your employees\u2019 creative potential, they will no doubt go somewhere where they feel more valued.<\/li>\n<\/ol>\n
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    \u201cSuppressed creativity is a malign organizational tumour.\u201d<\/p><\/span><\/blockquote>\n

    In summary of Tomas\u2019 research, retaining creatives revolves around understanding the flexibility and support they need to do their job well and help craft that into their day to day. Spending a little time to show you care about your employees goes a long way. Jonathan Lovatt-Young<\/a>, Head of Service and Experience Design at Tribal Worldwide, who\u2019s team last year had zero per cent churn, found that one of the main reasons for this was that he dedicated time to giving them true mentorship and guidance.<\/p>\n

    As always, communication is key. With good communication amongst teams, team leaders and the wider company you can achieve an unparalleled understanding of each individual. What they\u2019re good at doing. What they want to do. Where they want to be in a few years. Some designers may not want to go on to manage a team. Some may work better in flexi time. Others might need micromanagement. Who knows?! You never will - until you speak to them.<\/p>\n

    When doing some reading through these managerial articles of how to retain employees, all of the pointers really just come down to common sense. If you treat someone like a human being rather than an asset, you\u2019re bound to build a better working relationship, which not only makes for a happier workplace but also helps them achieve their true potential.<\/p>\n

    This article got you thinking about looking for a new role? Love Marvel? Well, good news. We're hiring<\/a>.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

    So, you\u2019ve found the right designer for the job. It wasn\u2019t easy but you got there through some rigorous role analysis with the team, excellent job marketing techniques and creating a fool-proof interview process, which drew out all the information you needed. Trusting that your designer has accepted the role – it\u2019s now time to assess what happens after you… Read More ￫<\/a><\/p>\n","protected":false},"author":12,"featured_media":3127,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[482],"tags":[],"class_list":["post-3119","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-design-thoughts"],"acf":[],"yoast_head":"\n\n\n\n\n\n\n\n\n\n\n\n\n\n\t\n\t\n\n\n\n\n\t\n