What's your talent retention strategy?

1. Offer Competitive Base Salaries or Hourly Wages 2. Let Your Employees Work From Home 3. Provide Flexible Scheduling and Reduced Workdays 4. Encourage and Promote a Work-Life Balance 5. Recognize and Reward Your Employees for Their Work 6. Create a Culture That Employees Want To Be Part Of 7. Build Employee Engagement and Create an Emphasis on Teamwork 8. Reduce Employee Burnout 9. Provide Wellness Offerings and Other Job Perks 10. Foster Growth and Offer Professional and Personal Development

Navigating talent retention challenges in a competitive market demands a strategic approach. The initial crucial step involves understanding the current landscape. What factors influence employee decisions to stay or leave? Assessing satisfaction levels across work environment, compensation, benefits, recognition, development, and career prospects is key. Leveraging tools like surveys, exit interviews, feedback sessions, and analytics aids in gathering actionable insights. By identifying strengths and weaknesses, organizations can prioritize improvements, setting realistic, measurable goals for a targeted and effective talent retention strategy.

Maintaining employee engagement and creating a good climate in your department is key to a successful employee retention strategy. How to do it? 1. Make sure onboarding sets a positive tone 2. Build a culture employees want to be part of 3. Set clear goals and objjectives 4. Learning & Development + Teambuilding 5. Build employee engagement for reducing employee turnover 6. Communication & Feedback 7. Help employees stay healthy 8. Prevent burnout by focusing on employee wellness 9. Competitive compensation and benefits 10. Promotions & Career development 11. Flexible hours and working conditions 12. Work-life balance

As much as we want to keep our talent, we also want them to WANT to stay. The value proposition I offer my team is this - to help give my team the experience and exposure to develop them for their next role, regardless if it’s with my team or even my company. Some “leaders” like to hold people back because it benefits them. For me, I love when my team moves on. It’s a sign I’ve kept my promise. Always ask yourself, what’s in it for them (your employees). Why should they want to join/stay. Sometimes the answer is…they shouldn’t.

Talent Attraction and Retention An effective EVP can serve as a magnet for top talent. It clearly outlines what employees can expect in return for their skills and experience, making your organization more appealing. It also helps in retaining existing employees by fulfilling the promises made in the EVP. Competitive Advantage In a crowded job market, having a compelling EVP can set you apart from competitors. It provides a unique selling point that can tip the balance in your favor when candidates are choosing between multiple offers.

If the organization have great vision and core values, communication is key on how they define it and how their great talents perceive it. Enumerate your value proposition, what makes you a better organization to work and what values would be added to your career and personal life. It is not every time organizations take from you on what you can add to them, some time, understand what can be added to you in an organization. If the organization thinks in this view, they will have an attractive value proposition for talents

Employer brand is critically important to any talent management strategy. Being able to articulate what sets your organization apart from everyone else is a strong key to success. Potential candidates are looking for opportunities that provide growth, great benefits, flexibility and professional development. Tell your organizational story in recruitment campaigns at every opportunity.

An important point to add to this is many organizations end up creating a flashy value proposition to attract candidates. But when the same candidates do not experience as employees what was promised in the value proposition, the attracted candidates do not stay retained as employees. Mismatch in the expectation versus reality is a big reason for employee turnover and/or quiet quitting.

Give your employees a reason to stay. It comes down to "what's in it" for them. When we invest and show appreciation for our team it speaks very loudly to them that they are not just "resources."They flow through the company as the company flows through them. Here are some remote friendly retention initiatives: - Peer recognition drives motivation and loyalty - Wellness benefits help reinforce the work-life balance and care for the employee. - Employee Surveys to check pulse on engagement and feedback action planning. - Performance bonuses used to recognize individuals contributions. - Team hangouts via zoom. Apps like Kahoot help assist in getting to know the team better. When we invest in the team the customers reap the rewards.

Create a strong company values, culture, environment and benefits which will encourage employees to evolve. Understand their motivation, career aspirations and thoughts. Implement competitive salary and benefits by benchmarking and revising them on timely basis. Provide career development opportunities by training, learning and upskill programs to make them stay up-to-date. Create positive culture by promoting employee engagement, satisfaction, belongingness, inclusivity, well-being, assistance, etc. Develop rewards & recognition programs to celebrate every small wins.

Talent is volatile, you have to keep it engaged constantly. Retention is giving the talent fair opportunity to perform and excel. - Constantly keep challenging the status quo - Give challenging tasks - Offer roles ahead of time to have an experiential learning - Empower to take decisions The best way I have seen is assign an individual with task which will help them to shape their skills for future roles. As an organization you too want a talent to be developed internally than buying from outside.

Offer a robust benefits package that includes health insurance, retirement plans, and wellness programs. Consider additional perks like tuition reimbursement or childcare support. Establish clear guidelines for remote work, ensuring that employees have the tools and support needed to work effectively from home. Create an inclusive environment where all employees feel valued and respected. Implement diversity and inclusion training programs. Implement performance-based incentives that align with company goals, motivating employees to excel in their roles. Invest in training and development initiatives that help employees enhance their skills and advance their careers.

Foster a culture of continuous evaluation within your retention programs. Regularly assess the impact and success of these initiatives to identify areas that require refinement or innovation.

When implementing retention initiatives it is important for organizations to be intentional with the design. Although external motivators such as compenstation and recogition are engagement drivers, these incentives are not exclusive to any one company. In my experience, the most effective rentention strategies prioritize activities that drive intrinsic rewards. Studies have shown that employees want to feel and see the value of their contributions. Research has also told us that employees need to feel empowered to fully share their strengths and talents within their roles. And ultimately, believe that their effort will be rewarded with new/greater opportunities. For these reasons, talent mobility should be key a metric on your radar.

Actively engaging employees and seeking their feedback can increase their sense of value and involvement within the organization. Regularly soliciting and acting upon employee feedback, conducting surveys, and implementing suggestions can help create a supportive and inclusive workplace culture.

The success of a talent retention strategy can be evaluated by measuring employee satisfaction and engagement levels, turnover rates, feedback from employee surveys, and observing the retention of high-performing employees over time.

O sucesso de uma organização em reter talentos é construído pela base, por um processo de contratação que busque afinidade com valores e cultura, além das competências técnicas e capacidade de entregar resultados necessárias. Durante anos atendendo executivos de todos os níveis, observo que a identificação com a cultura da empresa, a perspectiva de desenvolvimento e crescimento são fortes fatores de retenção. Muito embora a valiosa contribuição das áreas de Recursos Humanos, considero que são fatores diretamente ligados ao trabalho da liderança para com seus times. Portanto, é fundamental que o desenvolvimento de habilidades de liderança para o time de gestores de pessoas faça parte de qualquer estratégia de retenção de talentos.

The best way to drive retention is to drive belonging as when people feel they belong, they tend to stay. To drive belonging, tap into what matters to people - being appreciated, contributing to work that matters, having flexibility and autonomy as much as possible, and having real connections at work with others.

It's important to note that talent retention strategies should be tailored to the specific needs and culture of each organization. Regular assessments of employee satisfaction, exit interviews, and feedback mechanisms can help organizations identify areas of improvement and refine their talent retention strategies accordingly.

I would say, as a step #0, it’s essential to define what is meant by «talent». The common definition is that a «talent» is a selected group (5-10%) who have potential to grow. But I used to work in a company which had a belief that everyone has got a talent, maybe evident but maybe hidden. If you embrace this concept, your strategy converts from efforts to retain 5-10% of your people, into a strategy to effectively discover, verify and develop potential in all your people. If your people know well where their strengths are and the most potential (even untapped) is; when you give oppportunities to utilize those talents at maximum, what an outstanding performance there is!

Talent Retention is a debatable topic and believing that an organisation can systematically retain its people is unrealistic view amid the talent war and fierce competition over skills globally. In addition, people's reasons to stay in an organisation differ, so designing a retention strategy based on assumptions or s survey showing the preferences of the majority might be misleading. Retention should focus mainly on specific segment of talent, clearly identified and placed in a special pool then getting a better understanding of each one's motive/s or driver/s to stay engaged and continue working for the organisation. Only then, the retention strategy will work effectively and render positive results.

The most important aspect of Talent retention is still by following Maslows hierarchy of needs. -Appreciate and reward performers. -Manage under performers and make sure there is a good communication channel. - refuse to indulge in unnecessary politics. - Over-communicate and Transparency - Rewards and Benefits