What Might You Do To Keep Your Talent

Businesses are always looking for ways to improve upon retention, regardless of how well the numbers appear. Have you, your HR organization, or individual managers reviewed ways to improve upon your retention figures?

One important note to begin, regardless of how desired your company is (like Google) that does not make every person a match for your company. some people just do not work out and that will happen forever.

So what are a few ideas your company may consider to improve retention? Below are 5 (five) ideas to get you thinking:

Manager Reviews
An important topic from 2 (two) perspectives. First, put the right people into management positions. Let’s face it, being a manager isn’t for everyone and there is nothing wrong with that! Managers need to be trained and provided with tools to allow them to be successful. But don’t put someone into this role who isn’t equipped to make others grow, succeed, learn and improve. Second, allow employees to provide candid feedback, a 360 is a nice tool to use. This review will answer two potential concerns; (1) how are managers effectiveness with their group and (2) are their areas of concern that arose from the team that could be a reason for them leaving. Get ahead of the curve and understand what is happening on a micro-level.

Corporate Culture
Culture is an important part of any company. Negative culture is sure to either chase or scare talent away. If your company is progressive that is an important consideration. What about intangibles such as team outings, company sponsored events, free coffee, on-site cafeteria, healthy living programs, and so many other avenues to think about. If employees enjoy coming to the office, enjoy who they work with (and for), and feel the company is there for them… there is still something to be said for these considerations.

In an age of benefit discussions, like Obama-care, benefits remain a selling point. Health care is a hot-button and is one topic that always is discussed in the hiring process. If your company has a strong healh plan, I bet it is easier to attract talent in the offer stages (presuming the company and work are interesting as well). But what if your company has a poor health plan? Do you find it something you have to sell around? I bet so. I also bet that strong health packages are an encouragement to retain employees as well.

Physical Work Environment
This overlaps the “company culture” topic a little. Do employees have a cube or an office? Is collaboration encouraged? Is your company in a desirable location? Minor enhancements to an office can make a huge impact on your employees.

Actual Work
Are your employees interested and challenged with their day-to-day activities. Do you hear excitement when they talk about their job? If any employee is not happy with what they are doing, that is a sure clue that talent may be leaving soon. Take a proactive approach to learning how motivated and interested your employees are, showing interest is just the starting point to being interested in your workforce.

Are all of these realistic for your company? Maybe, but as I said, these are just ideas to get you thinking.

The competition for talent will always be a priority for companies, and so will the challenge of retaining talent. How your company adapts will certainly be a part of this evolution and reflect into the metrics. Help make your company a company with a #winning retention mentality.