101: Keeping Talent
In today’s economy, managers can’t assume workers are happy and won’t jump ship. There are some things to look for and build into your “to do” list to ensure staffers feel valued, energized and stick around. Here are three things to keep in mind before your best team members go to the competition:
It’s sooner than you think. Just because you don’t sense any dissatisfaction with their place in the company doesn’t mean staffers are happy, challenged and engaged. “All too often, the first sign of dissatisfaction is a resignation letter,” points out an article at CreativeGroup.com. In other words, you may not get any warning. Being proactive by touching base with your employees is key. Ask how they feel about office dynamics and their work.
Make retention part of the culture. Just like loss prevention, retention should be built into the fabric of your organization. Setting up specialized retention plans, especially for top talent, is worthy of your time and energy in the long run. This may mean showing the positive effects of retention — better productivity, lower costs and higher revenues — to the executive team, according to an article at CareerSystemsIntl.com. “Make retention mandatory,” the site advises. “Keep managers accountable then reward them for success.”
Put conversations on your calendar. HR people are busy, big bosses are busy, we’re all juggling a million things. But managers who don’t ask their best talent if they’re enjoying their projects or if they want to work on something new may be dragging down the department as a whole. As Eric Jackson writes in a Forbes.com article, “This becomes a ‘nice to have’ rather than ‘must have’ conversation. However, unless you see it as a ‘must have,’ say adios to some of your best people.”
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