When you’re in charge, making sure your employees are engaged and productive is a key priority. And, if you’re getting a handle on a new role or a new community, it can be a tough balance. For executives who are new to their roles, new to the area or simply looking to learn more about the civic issues facing the community, Access Denver offers a deep dive into the challenges that are critical to the region’s success in just two days. This August, Access Denver engaged 56 senior-level executives, and with so many leaders in one room, it was the perfect opportunity to ask them what they think are key factors to retaining and attracting talent in the Denver metro area.
Donna Baros
Chief Benefits Officer for the Colorado Public Employees’ Retirement Association (PERA)
PERA recognizes that people are its primary asset and its principal source of competitive advantage. We offer a variety of programs designed to attract and retain valued employees while motivating extraordinary performance. After recently hearing from PERA’s employees through an online employee survey, PERA’s leadership team developed some new programs designed to proactively engage employees across the organization. One such program was the launch of a peer praise program that recognizes employees who go above and beyond in their jobs.
Giovanna Carriero-Contreras
CEO and Founder of Cesco Linguistic Services
As an executive in the metro area, I believe the key factor to retaining and attracting talent is maintaining a healthy business culture. People love feeling appreciated and thrive in an environment in which they feel they are contributing to something bigger than themselves. Facilitating empowering experiences for your staff will allow their talents to thrive and push the limits of what they can achieve.
Brad Holly
Vice President of Operations–Rockies for Anadarko Petroleum Corporation
A key factor in attracting and retaining talent in the Denver metro area is a stable, pro-business regulatory framework. Top workplaces will attract and retain top talent as this regulatory framework allows investment opportunities to develop in the greater Denver area.
Celso White
Global Chief Supply Chain Officer for Molson Coors Brewing Company
There are four things my team focuses on to recruit employees to Molson Coors and to Denver, and then to retain them. First, we must provide them with a challenging, fulfilling work environment. Second, we must contribute to a vibrant community environment, with opportunities for community involvement and cultural experiences. Additionally, we must foster diversity and inclusion in the workplace as well as the community at large. Finally, employers and communities must be committed to corporate responsibility and environmental sustainability.
Leadership Landscape is a quarterly column by the Denver Metro Chamber Leadership Foundation, which works to build leadership capacity in the metro area. The Leadership Foundation convenes a unique, diverse group of business and civic leaders in programs ranging from collegiate to executive-level, challenging leaders to think about issues facing the metro area in new ways. Learn more at denverleadership.org.
Danielle Mellema is the communications and marketing specialist for the Leadership Foundation.
[Photo by: Scott Robinson]
