Retaining talent in 2015
The New Year may seem a distant memory or you may be looking forward to the Chinese New Year later this month. For many, the dawn of a new year brings with it much excitement and anticipation.By Karen Credie, KMCHR.
It is no surprise therefore that the early part of the year is often a busy time in the job market, both as employers look to grow and create positions in order to do so and employees look for greener pastures in new positions.Departing employees can leave a gaping hole in the organisation they have left; especially when that employee was highly valued or a significant contributor to the business.
Retaining talent can often be overlooked by busy business owners and managers – it’s only after the letter of resignation from a key member of staff is received that they take time to think about it.Yet the very nature of your best employees – hard working, bright, dynamic and perhaps ambitious – makes them appealing to other employers, and therefore ripe for poaching. On the other hand, your workplace environment, treatment of staff or other factors may actively be encouraging your staff to dust off their CV’s.
Here are a few factors to think about in terms of retaining talent this year.
Maintain a level playing fieldProviding a fair and level playing field for all staff can be difficult. Yet a workplace where some workers are perceived to be treated better than others often houses a great deal of tension and as such, can result in staff wanting to leave. Try to give every employee the same level of opportunity and treat long-serving staff with as much care and attention as newer members of the team.Every member of staff needs to feel valued in order to perform at their best level and remain happy in their position. So be inclusive wherever possible.
Don’t let skills go by the waysideA happy and motivated employee, and therefore one that is not likely to look for a new job, is one who feels their skills are being fully utilised. On the other hand, a highly competent member of staff who is not allowed to reach their full potential will soon get bored and begin to look for the next opportunity.
Review meetings are useful tools for eliciting the talents and career goals of your employees – but make sure these are carried out properly and you ask the right questions!