How to Retain Talent

How to Retain Talent

Abakhulu - Article 3 - How to Retain EmployeesAttracting and keeping young, skilled employees is important but often difficult for today’s businesses.

Companies with an unusually high level of staff turnover get frustrated when new recruits resign before completing their first year.

Simple changes in the recruitment process and the company culture can increase retention and job satisfaction for employees, resulting in lower recruiting costs and increased productivity.

Have you ever worked for a bad boss?

A key reason why employees leave is due to poor working relationships with their first-line supervisors.  In fact, many supervisors and managers are unaware how their behaviour impacts employee turnover.  Properly trained managers play a major role in effective recruitment and retention strategies.  They need the skills, tools, and knowledge to understand their employees’ needs in order to implement a retention plan that will increase engagement in the organisation.

Money attracts people to the front door, but what keeps them from going out the back?

People have a basic human need to feel appreciated and proud of their work.  A successful reward and recognition program does not have to be complicated or expensive to be effective.  Be creative in your ongoing commitment, highlighting performance that underpins company culture or business strategy.  For example, a large manufacturing company has all employees rotate jobs for one hour on the last Friday of each month.  This builds a stronger, more united team, and improves communication within the company.

People may show up for work, but are they engaged and productive?

People are more committed and engaged when they can contribute ideas and suggestions that give them a sense of ownership.  What mechanism do you use to encourage participation, innovation, and creativity to increase efficiency and productivity?  Perhaps set aside an annual day to encourage interaction between different management levels or within different departments, facilitating the exchange of ideas or new processes.  This will certainly create a healthy climate of innovation by engaging all participants.

Learning opportunities are worth their weight in gold. 

Career opportunities and skills-development programs are as important as earning money.  In a recent study, more than 40 percent of respondents said they would consider leaving their present employer for another job with the same benefits if that job provided better career development.  One of my clients discovered, after conducting exit interviews, that 30 percent of those employees who left to take new jobs and careers outside the company could have found similar jobs and careers within their company.  As a result, they created an intranet-based development and career coaching program for all employees – this increased learning opportunities and improved their long-term retention rate.

Employees feel loved when they are part of an effective evaluation process. 

Committed, target-orientated employees appreciate recognition for achieving individual, team, and company goals.  Effective, continuous evaluation is the final step in improving and maintaining staff, with the goal being to measure progress and determine what satisfies or frustrates your workforce. This process includes measurement of attitudes, morale, turnover, and the engagement level of the workforce.

If you feel that you are missing the boat in implementing a retention program for your employees, we’ll be happy to offer some additional suggestions that will work for your unique circumstances. Contact us straight away on (011) 760 1021 or and take the first step towards actively retaining your talent.


By | 2016-01-11T15:12:06+00:00 January 11th, 2016|Recruitment Tips|0 Comments

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