On Retention Of Talent

Posted by Bernie Reifkind on February 5, 2016

To compete successfully in the business world –in any industry – successful recruitment and retention of senior talent is the ultimate goal of most progressive organizations.  The costs associated with talent turnover not only in real dollars but in employee morale can be devastating to the momentum of an organization moving forward.

Contrast that with successful employee retention, an organization can reach new heights, weather potential storms and most importantly generate substantial employee morale in which everyone benefits.  This translates to huge revenue generation. In the span of more than twenty years as the nationwide leader in the successful
recruitment and placement of health care professionals, Premier Search has concluded
that many factors are relevant with regard to employee retention.

Management must never forget that an employment relationship is a relationship. Treating employees with respect and dignity is critical to retaining happy employees.  Research shows that employees who do not feel like they are treated with respect by their employers are over three times more likely to leave their jobs within two years than those who feel they are treated respectfully. In addition, “indifferent treatment” such as failure to recognize and reward employees for jobs well done, has an enormous impact on how employees feel and employers’ ability to retain them.

Almost 90% of employees (who are changing jobs) say that they don’t receive acknowledgement for the work that they do. The most common reason why people make a job change is the relationship with their boss. Obviously many factors come in to play as to reasons why people make job changes (more money, distance, commuting, personal factors, ambition, etc.)  However the main reason why people stay or go is directly related to their relationship with their boss.

The following suggestions may be of significant value in showing respect and appreciation with regard to retention of your best people

 

1. Recognize people for their accomplishments and provide them with the
freedom to use their judgment
2. Appreciate employees in frequent and creative ways
3. Solicit, listen to and act on work related ideas from employees such as input
on how they can be more successful
4. Encourage innovation and new ideas
5. Provide employees with helpful feedback and coaching
6. Value employees as individuals and give them a sense of being included
7. Encourage full expression of ideas without fear of negative consequences
8. Listen and fairly handle employee’s complaints.

 

Successful employee retention is vital to the health of a dynamic organization and is completely dependent upon actions that management can take to directly impact a company’s essential resource:  human capital.

Your people need to know that you care about them.

2 Responses to “On Retention Of Talent”

  1. i was beginning to sense i may possibly end up being the only human being which thought about this, at the very least currently i learn im not nuts 🙂 i am going to be sure to look into a number different blogposts when i get my morning caffeine in me, it is really problematic to read with out my coffee, take care 🙂

  2. I think you’re right. Some individuals often really need to prepare themselves far better just before attending job interviews. For instance, if public speaking & presenting is a ability labeled as crucial for the job, then they will have to show how they have this expertise during the job interview. Not just trust in a piece of paper to establish it.

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