Win the Talent War: Rick Gibbs, Insperity
In this episode, Ryan interviews Rick Gibbs, a Performance Specialist at Insperity, an organization providing HR services for small to medium-sized companies. Ryan and Rick discuss how management training can help your business. They delve into topics such as the common mistakes that are made by new managers, the topic of company culture, and the various strategies one can use to ensure that the right culture precipitates through an entire organization. Tune-in and discover the many lessons Rick as accumulated over his 30 years of HR experience and why agility, as a future employee, can be one of your greatest assets.
Time Stamped Show Notes:
00:33 – Ryan introduces Rick Gibbs to the show
01:20 – Rick has a 30 years of HR experience, 15 of which have been with Insperity
02:25 – What motivates you to stay in this space for such a long period of time?
02:25 – Rick has always been interested in organizations, how they work and how they grow
02:41 – Enjoys working for a variety of businesses and adding value through his work
03:10 – Unique work and values make Insperity a great place to work
03:40 – How would you say the workplace has changed over the course of your career?
03:40 – Technological advancements have led to more knowledge-based jobs; extensive workplace collaboration and flat work structures are other evident changes
04:45 – Employee selection is no longer done on the basis of static skills; rather, what matters is adaptability, flexibility and initiative
5:00 – The current workplace is fluid, chaotic and ideal for nurturing new products
05:18 – What are you seeing as the most prevalent HR issues today?
05:22 – Remote working practices have led to a disruption of traditional HR practices
06:50 – A concentrated effort required to navigate through changing regulatory frameworks
08:14 – Could you talk a little bit about how management training can impact your business?
08:19 – Often the distinction between management and leadership get blurred. And, organizations realize the importance of management once they reach a certain scale
09:25 – Training to ensure that employees are listening, and that you are getting your point across
9:48 – Individual contributors might need to hone their communication skills and learn how to motivate others as they are promoted to managerial positions
11:03 – Technology has enabled management training via various online platforms which ends up saving time and effort
11:35 – Make managers accountable for self-development
11:55 – Managers need to learn to get things done through other people
12:55 – Practical training, mentoring and coaching are necessary to make management training effective
14:02 – Build the idea of self-development into performance management
14:25 – Aim for an organization culture where there is a sharing of information and exchange of feedback
14:59 – Just like a ‘learning curve’, there is a ‘forgetting curve’; some people tend to forget their training right after stepping out of a training session
15:37 – Investing in your organization and investing in your management team results in reduction of turnover rate in the short-term, and helps you grow your organization in the long-term
17:07 – Some common mistakes made by new managers:
17:07 – An organization witnessing exponential growth often promotes someone to a managerial level without proper thought or training
17:30 – Failure to recognize that management leadership is a different ball game
18:22 – Strategies to retain top talent
18:22 – Zeroing on leadership prospects, reaching out to them and making them aware of leadership opportunities
19:15 – Involve people in new areas which will add value for the organization and make the job more meaningful for the employee
20:30 – Develop your management leadership over time by having a consistent plan in place
21:29 – Tips and tricks to develop and maintain company culture
21:53 – Culture take a backseat as organizations grow
22:38 – Important to step back and evaluate the culture in your organization
23:13 – Make your company culture an anchor for what your organization should be
23:41 – Important to receive feedback from employees via culture committees
24:28 – Need to focus on culture while hiring employees
25:03 – Rick recommends Scaling up Excellence: Getting to more without settling for less
25:11 – “It is an air war and a ground war in terms of facilitating changes”
25:30 – Often a good product fails due to negative company culture
26:12 – Not possible to have good company culture unless the company CEO firmly backs it up
28:35 – If you were to go back in time to give yourself advice, whether it was sometime in high school or college graduation that would set you up for your career and you did not get it at that time, what would it be? “Get out, see the world and experience a few more things”
30:07 – “The more diverse your background, that speaks to your learning agility, your ability to collaborate with different kinds of environments and your ability to adapt to change which is really the name of the game as we are constantly changing at every step”
30:39 – Key takeaways:
30:44 – It’s important to invest in your employees—distinguish between a leader and a manager, and train your managers to lead
31:07 – Ensure that leaders in companies are doing everything they can to retain top talent
31:18 – Check out our website to gain access to all previous episodes
31:28 – Review our podcast on iTunes
3 Key Points:
- It’s important to invest in your leadership; distinguish between a leader and a manager, and train your managers to lead.
- Company culture tends to take a backseat as organizations grow. It is important to step back, evaluate and ensure the correct culture is precipitating through the entire organization.
- Ensure that leaders in companies are doing everything they can to retain top talent.