Employer branding & retaining managers: 2 X 4 tips for companies

A fat paycheck, a hefty annual bonus, recognition and power—all things with which Companys Formerly Catching and Retaining Managers Today, 2 X 4 looks different for managers.

Money - the wrong measure?

We keep reporting on Best of HR - Berufebilder.de® on performance incentives, salary levels and fringe benefits as a means of employee retention. Yet, these are really the incentives, the good ones Employees and above all keep the high-performing employees in the company?

Most corporations and larger medium-sized companies pay their executives generous salaries and bonuses - if agreed Set to reach. But it has long been proven: Money is not the original performance incentive!

4 questions about bonus payments

The books on the subject (advertising)

Do a whole series of publications, investigations and self-tests in companies clear, that the Ask, which companies should face regarding their bonus payments to managers, others are:

• Do you still get qualified management staff?
• Managers who have a lasting influence on the company?
• People and things are moving?
• Who manage to usher in the turnaround and bring the business on the road to success?

Monetary incentives have served their time

Good Executives want to design Strategies develop and implement, run the company as if it were her own. This is often opposed by too much bureaucracy and lengthy coordination processes.

What managers need to Tasks “giving a face” and “leaving footprints” are freedom and freedom of action. This has been proven, among other things, by a study carried out at New York University and London Business School was carried out:

Manager not just on paper: 2 questions for companies

Discounts for your success (advertising)!

Companies that their executives less check and instead give them more decision-making power, firstly have better managers and secondly have better profitability.

The control mania that prevails in many companies, on the other hand, results in different ones Problems.

1. Qualified managers can now choose which employer to go to; and they go where they shape and find an innovative culture and creative, motivated people. A current example is René Obermann, who, as CEO of Deutsche Telekom, is moving to a smaller cable company in the Netherlands - the reasons he gave to seek "more contact with the grassroots" and want to move "closer to operational business".
2. The Germans seem to lose even the desire to assume leadership responsibility. Only 40 percent of men and 33,7 percent of women in Germany are ready to take a leadership position in the company. That, at the very least, was the result of a representative Civey survey conducted by the Initiative Chefsache. For this purpose, 5000 employees and students in Germany were interviewed. Since the beginning of 2018, the Initiative Chefsache investigates German career intentions. At that time, 45,1 percent of men and 37,5 percent of women still wanted to achieve one or more leadership positions during their careers.

Work and live well

Of course, the salary level for top employees is not irrelevant; however, it's certainly not a "pain and tear" like it used to be for overtime and a barely existent one privacy. The younger generation in particular today understands careers holistically:

Work is part of life, but it does not determine life exclusively. With a high salary These executives cannot be recruited alone. you aspire to Fun im Job, after self-realization, after finding meaning. In addition, their private lives are important to them: taking care of them Family including taking care of their own parents, taking the children to the doctor, spending time with friends.

Increased career opportunities for women

Apparently, this is the main benefit Women. According to the Chefsache survey, the conditions for making a career in Germany have improved for them. 29,3 percent of women say that they support themselves in their career aspirations in their professional environment feel. 30,9 percent of men say so.

45,3 percent of women said that their employer helps them to work flexibly without any time and space constraints. By the way, also with the men, where the 49,8 percent said. Only 18,7 percent of women in professional life are confronted with prejudice based on their gender.

Executives support: 2 tips for companies

Despite the improved framework conditions, it is also possible confidenceof ever taking on a management position: only 34,2 percent of women believe that their wish for a management position will be fulfilled, for men the figure is 46,1 percent. Here it applies to companies that have confidence and desire to Guide to strengthen and support managers. In detail this means:

1. to respond to the demands and wishes of their employees and, for example, also to authorize fathers to take parental leave or to grant longer breaks.
2. Giving managers a say in cutting-edge decisions - because that's better than any salary increase, bonus, or bonus.

It applies the strict Regulate to loosen and soften the supervision. What managers want are their own ideas and to bring in visions and to be able to implement them, to help shape a company - to be an "entrepreneur" in the truest sense of the word.

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