Four Ideas to Attract and Retain Chamber Talent
The competition for talent during The Great Resignation is a fierce one as workers have the upper hand, rethinking their jobs and what comes next as the future of work continues to evolve. Four chamber industry leaders recently shared their thoughts, ideas and strategies on attracting and retaining talent to ensure organizations, especially chambers, align with changing expectations.
“Every generation wants to feel like they’re being swept up in something bigger than themselves.” – Sheree Anne Kelly, President & CEO, ACCE
ACCE’s President & CEO Sheree Anne Kelly shared some initial research on the newest generation entering the workforce – Gen Z. This group wants values-based careers with a focus on work-life balance. As chambers have the ability to make a huge impact on the communities they serve, the industry can attract and retain these employees if they highlight efforts to solve societal challenges. “As chambers, we’re really well-positioned to talk about the role that we play in that type of work,” Kelly said. “We have to make sure we’re bold about talking about this when we’re attracting new talent to our organization[s].”
“If you like the people you work with, you’re going to stay at your employer a lot longer.” – Jane Clark, CCE, IOM, President & CEO, Michigan West Coast Chamber
At the Michigan West Coast Chamber, President & CEO Jane Clark focuses on the right people in the right seats. Clark adapted a list from Coach Pam Green’s six questions to determine what chamber employees are looking for. Employees want to have control over who they work with, help determine what they work on, have flexibility when and where the work gets done, understand why the work is important and influence how the work gets done. Think about changes that can be made at your chamber to incorporate those six areas.
“You’re a business. You need to treat your employees like it’s a business.” - Tony Felker, CCE, IOM, President & CEO, Frisco Chamber of Commerce
During any flight, passengers are told that in case of an emergency and the oxygen masks come down, to ensure yours goes on first before helping those around you. Tony Felker believes the same philosophy needs to happen on the ground, too. For him to lead effectively, Felker takes time for himself, simultaneously setting an example for staff. And while chambers are non-profits, Felker said they need to be run like for-profits, meaning employees earn competitive pay and benefits, access to technology and anything else local businesses are doing to be able to find and keep talent.
“We as a group have to be as creative and as flexible as we can.” - Eric Godet, Sr., President & CEO, Greater Gainesville Chamber of Commerce
Eric Godet’s goal as a chamber leader is to empower and engage his employees. While he doesn’t have to motivate his team to work, he does have to encourage a work-life balance. The Gainesville Chamber has an optional four-day work week, and he continues to look for ways to be an employer of choice. Godet said it’s an evolving process. “We have to reframe what work means,” he said. “I have to make sure it has value and it’s appropriate for them.”
Watch the entire conversation and hear more ideas from this outstanding group of chamber leaders here (login required).
ACCE Resources:
- From the magazine: Be an Employer of Choice
- From the magazine: Hire & Inspire: Keeping Chamber Talent
- Education and Talent topic page
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