{"id":1772,"date":"2022-09-04T02:58:20","date_gmt":"2022-09-04T02:58:20","guid":{"rendered":"http:\/\/gator2126.temp.domains\/~insigies\/test.com\/?p=1772"},"modified":"2024-05-28T14:21:34","modified_gmt":"2024-05-28T21:21:34","slug":"the-labor-shortage-and-the-5-things-we-must-do-to-attract-and-retain-great-talent","status":"publish","type":"post","link":"https:\/\/insightstrategies.com\/the-labor-shortage-and-the-5-things-we-must-do-to-attract-and-retain-great-talent\/","title":{"rendered":"Teri Fisher of Insight Strategies On The Labor Shortage and the 5 Things We Must Do to Attract and Retain Great Talent"},"content":{"rendered":"\t\t
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An Interview with Phil La Duke<\/p>\n\n

07\/25\/2022<\/p>\n\n

Be Swift \u2014 Companies need to be swifter than ever to pursue strong talent by accelerating the interviewing and hiring processes and letting strong candidates feel wanted along the way \u2014 ego is a powerful elixir. You can\u2019t expect a hire to take three weeks for approval, because that candidate could be gone by then.<\/p>\n\n

The pandemic has allowed people to reevaluate what they want from work. This \u201cGreat Reevaluation\u201d <\/em>has led to the \u201cGreat Resignation\u201d <\/em>which has left the US with a great big labor shortage and a supply chain crisis. What can we do to reverse this trend? What can be done to attract great talent to companies looking to hire? What must companies do to retain their great talent? If not just a paycheck, what else are employees looking for? In this interview series called \u201cThe Labor Shortage & The 5 Things We Must Do To Attract & Retain Great Talent\u201d<\/em> we are talking to successful business leaders who can share stories and ideas from their experiences that can address these questions.<\/p>\n\n

As a part of this interview series, we had the pleasure to interview Teri Fisher.<\/p>\n\n

Acclaimed consultant, executive coach, author, and speaker, Teri Fisher is known for integrating theory, expertise, and real-world business practices into her engagements, leveraging her experience in both the public and private sectors. Since forming Insight Strategies, Ms. Fisher and her team have provided professional services to a variety of clients, like GeoEngineers, Clean Energy, Sun Microsystems, Entergy, the Central Intelligence Agency, Parker Aerospace, Tyco, Galvin and Associates, FTD, CAbi, Litton Aerospace, Microsoft, Amazon, Murphy O\u2019Brien, CitiFinancial, AIG, LA Metro, Orange County Transportation Authority, Omnitrans, C-TRAN, the Federal Transit Administration, Time Warner Cable, and more.<\/p>\n\n

Thank you so much for joining us in this interview series! Our readers would like to get an idea of who you are and where you came from. Can you tell us a bit about your background? Where do you come from? What are the life experiences that most shaped your current self?<\/strong><\/p>\n\n

I appreciate you asking. I was born and raised in Washington state, specifically, Kirkland (mostly known as Costco\u2019s private label brand \u2014 that\u2019s actually a town). I\u2019m a middle child \u2014 only girl \u2014 with one older and one younger brother. I was raised by wonderful parents who believed in me, though I could do anything I put my mind and heart into, and did not accept excuses. My Dad (aka Fath) put me into the mix with whatever he did with my brothers, which meant I was expected to know how to fish, hike, pull weeds, play sports\u2026you name it. It also meant that as the only daughter I needed to defend myself from my brothers by physically fighting\/wrestling and learning to compete for food at the dinner table. These experiences taught me to be tough, rely upon myself, be comfortable interacting with females and males alike and eat fast.<\/p>\n\n

Two other experiences shaped who I am today.<\/p>\n\n

First, becoming a mom to Claire (24) and Sean (19). I never thought I would become a parent as I was so focused on my career, but my beyond assertive husband did not give up on the idea. Thank God! It changed me from the inside out. I didn\u2019t know how deep my love could go until I birthed my children. Parenting has enriched my life, humbled me, and made me a better leader and person.<\/p>\n\n

Second, I was diagnosed with stage 2 breast cancer 12 years ago. On top of having two young children to parent, I had to undergo chemotherapy, radiation, and a year and a half of reconstructive surgeries. It was the hardest two years of my life\u2026but the blessings outweighed the challenges. I thought I was tough before but this march at times was untenable. My family, friends, and the community stepped up to provide meals to my family, handle logistics, care for my young children, and offered prayers \u2014 I felt so incredibly loved. I realized my self-reliance was both my strength and Achilles\u2019 heel. I HAD to lean on others and in so doing, discovered my needs weren\u2019t a nuisance to others, but rather a gift of allowing others to experience themselves as generous, loving, and \u201cother\u201d focused. Since that time, my husband and I have made it a point every week to help a neighbor in need.<\/p>\n\n

Let\u2019s jump right in. Some experts have warned of the \u201cGreat Resignation\u201d as early as the 1980s and yet so many companies seem to have been completely unprepared when it finally happened. What do you think caused this disconnect? Why do you think the business world was caught by surprise?<\/strong><\/p>\n\n

Most leaders have not experienced their type of labor market \u2014 leaders are applying the same strategy to a new problem.<\/p>\n\n

What do you think employers have to do to adapt to this new reality?<\/strong><\/p>\n\n

Today\u2019s modern labor market is one that most of today\u2019s leaders have not experienced and applying old strategies to this new problem will not be effective when it comes to not only attracting and securing new employees\u2026but your current employees. This issue is so much at the forefront that in response to this dilemma, our company, Insight Strategies created a program to guide leaders through it \u2014 \u201cFighting for Your People.\u201d We consult and train our clients on how to equip leaders with the skills necessary to pivot, act quickly, and ultimately create intrinsic value that answers the questions, why should someone choose your organization and why would someone want to work for you as their leader? Throwing money at people is the easy part. What\u2019s more difficult is creating a culture whereby current and new employees want to be a part of something special and feel valued and seen.<\/p>\n\n

Based on your opinion and experience, what do you think were the main pain points that caused the great resignation? Why is so much of the workforce unhappy?<\/strong><\/p>\n\n

The great resignation has been prompted by a few key factors \u2014 employees\u2026<\/p>\n\n