/ 29 August 2007

Retaining black talent

Q My company is committed to employment equity but we cannot keep our black talent for longer than a year. What are the most common retention strategies you can recommend? — Stick with me, Midrand

A Before focusing on retention strategies, one should focus more time and energy in the executive search and selection process up front. An in-depth process aligning the individual’s goals or aspirations with what the organisation has to offer in terms of current and future prospects is necessary to ensure that future expectations can be met for both parties. The caveat is always that the individual will perform. Probe these issues in depth up front — the individual and the organisation.

Check the prospective candidate’s track record in terms of stability, reflected in their CV, and their motivations for moving from one position to another. Is there substance in their answers?

Effective retention strategies developed and implemented by companies include customised skills development programmes for star performers apart from the regular programmes. For example, if there is a specific desire for an offshore executive management development programme, create that opportunity.

Line directors and the CEO will take an active, direct interest in star performers. One-on-one discussions with the CEO on a quarterly basis affirm the individual, their value and future potential and prospects. It also ensures top executives are in touch with the aspirations of their employees and can address their needs and manage their expectations in terms of career development and create bigger challenges before star performers are ready for them.

Star performers thrive on bigger challenges to continue stretching their abilities. By increasing the scope of the accountability and the challenge, one is also developing the intellectual capital of the organisation.

Create meaningful, long-term incentives and wealth creation opportunities in addition to short-term incentives. Incentivise your executive line management and ensure that a substantial amount of their bonus, say 50%, is dependent on the ability to attract and retain black talent — what gets measured and rewarded gets done.

Q My boss always introduces me as ”our equity candidate”. I’m no equity candidate, I’m just good. How can I tactfully get her to stop? — Black like me, Fourways

A Next time your boss does this, ask whether you could have a confidential chat as soon as he or she is available. When the appointment has been set up, thank them for making the time. Ask up front for some feedback regarding your performance: the positives, any gaps that need to be addressed and so on. Once you have been given feedback, thank your boss and say that you appreciate his or her candidness.

Ask whether your performance is in line with the job requirements and if there are any other aspects they would like you to work on. Mention that you would like to give some feedback in return and verbalise all the positive aspects of working with him or her and the company. Then indicate that you find it difficult and challenging when you are introduced as ”our equity candidate” and say how it makes you feel.

Reaffirm the positive aspects you have already mentioned and let him or her know you would prefer them to focus on the performance criteria for the position, rather than your being an ”equity candidate”. Thank your boss for giving you feedback and for listening, and you can look forward to a long and successful career in the company.

Are white women now EE candidates? I am confused by Black Management Forum president Jimmy Manyi’s statements. — Milky Bar, Illovo

AIn terms of our Constitution, white women were considered to be previously disadvantaged. Gender diversity and female empowerment was considered to be an important goal for women of all colours. But the latest BEE department of trade and industry codes have redefined previously disadvantaged people as people of colour who were citizens of South Africa prior to the 1994 elections. This excludes white women.

The representation of white women still achieves certain points in terms of diversity, but not the same weighting of points as women of colour. The focus in the marketplace is for African black women and other women of colour to a lesser degree.

White women have, to some extent, been forgotten in the transformation process. For several people of colour, white women are considered to be part of the privileged few.

Ann Pratt is a director of Memela Pratt and Associates, part of a global executive search company. She is a specialist in BEE recruitment and executive search. For more info visit www.memelaprattassociates.co.za