The adoption of Labour Day as an official holiday in Canada and the U.S. in 1894 was a triumph for the union movement, an annual warning to the working classes of the need for collective bargaining. If the holiday remains one of the most popular on the calendar, it’s mainly because most people ignore the “labour” connotations in favour of celebrating the last blast of summer and back-so-school shopping.
If it were up to me, I would rename the holiday “Talent Day.” That’s what more companies today call their workforce, a tribute to the fact that it’s not so much people’s physical labour that’s required now, but their heads and hearts. “Organized labour” implies that workers’ value lies mainly in joining a group capable of withholding collective service. “Talent” sends a more positive message: that individuals matter. And that anyone can enhance their earning ability by developing the skills, experience and attitudes that drive organizations forward.
Maybe some unscrupulous factory owners spent Labour Day 1894 plotting to roll back the 54-hour workweek. By contrast, most business owners today would spend “Talent Day” figuring out new ways to thank their most productive staff. Finding new talent is an endless quest for most entrepreneurs, but retaining the talent they have is Job 1.
To celebrate Talent Day, here are 10 strategies for retaining and continually motivating your own best people:
Everyone is not the same Not to slam the concept of collective bargaining, but the idea all workers should share the rewards equally is as ridiculous as the idea that seniority should determine who gets what raise. With today’s mobile workforce, you can’t afford to reward everyone equally: the best will bristle at being treated as average, and underperformers will never leave. From signing bonuses and incentive pay to additional holidays, craft special compensation packages for your best performers. Make sure they know you appreciate their extra effort.
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