What do you do if your research team is struggling to attract and retain top talent?

The offer should not be just about the monetary gains coming with the new role, it should also focus on non-monetary aspects which come alongside - like culture and purpose of the organization, flexibility, career progression opportunities, values of the company etc. In this competitive market, it is impossible to ride on just salary offer as it may lead to short-term gains but may prove disastrous in the long-term.

Communication is key to resolving challenges in attracting and retaining talent. Here's how to address these challenges: 1. Self-Assessment: Encourage employees to evaluate communication styles and identify areas for improvement. 2. Courageous Conversations: Build confidence with employees to have difficult conversations. This requires creating a safe space where feedback is constructive and solutions-focused. 3. Training: Leverage resources such as LinkedIn Learning and development platforms to equip employees with communication skills. 4. Promote clarity in decision-making and career paths. 5. Feedback Loops: Establish regular feedback loops where employees discuss challenges, solutions, and provide feedback to leadership.

If talent in an organisation is looking out for a change it is not only because of the compensation it is always the clubbed with compensation, Culture, Growth opportunities and other perks. 1. Effective communication is a key aspect to boost employees mindset. 2. Now a days only providing good compensation is not enough we need to focus on the flexibility of working hours, remote work arrangements if required. 3. Never focus on the leaves taken by an employee if there is no pending tasks and stakeholders grveiances. 4.We need to focus on the learning and development for retention of our talent. 5. We need to work on our reward and recognition. 6. Leadership needs to connect with employees to praise and guide them for their good work.

1) Offer competitive compensation and benefits. 2) Provide opportunities for professional growth. 3) Foster a positive work environment. 4) Highlight the importance and impact of your research. 5) Proactively recruit top talent. 6) Offer flexible work arrangements. 7) Provide clear paths for advancement. 8) Seek feedback from current and former team members. 9) Invest in employer branding to attract top talent.

Enhance the performance culture and Empower the employees in helping in building and developing strategic partnerships with Business.

How the camaraderie is built up in the organisation becomes an important tool in keeping the talent engaged & productive Many time organisations believe in providing best out of the best but however the talent drain is not controlled as organisations overlook unwritten rules & artefacts Those unwritten rules play a major role in decision making How culturally an organisation promotes an informal set up within h a formal set up become handy for the employees to intermingle & also develop constructive bonds

Focusing solely on salary overlooks the significance of organizational culture. Factors like a supportive work environment, mental well-being, and maintaining a healthy work-life balance are pivotal in attracting and retaining talent. Prioritizing the enhancement of organizational culture is imperative.

To assure a positive workplace culture, I would utilize Talent Management Strategic Planning tools, Strategy Skillset development for executives, and implement a strategic talent management platform to assure Strategic Fitness on a on-going basis with strategskills.com.

Collaboration and cooperation is the secret to a greater "culture" within the companies. In addition to each person's role, there is the desire for collective success so that our company can be the best and be successful. Working together for the common good should be the top priority. Stop treating people like children but like the adults they are. Employees want to contribute and feel like they belong. They don't like lies or "little parties" without any meaning. They want truth and a sense of greater purpose. With this in mind, culture appears without much effort. A collective culture

Career mobilization planning it part every aspect of Talent Management such as business model, recruiting, onboarding, development, succession management, career mobility, and off boarding. All of this is part of Talent Management strategy. Often companies do not have an integrated approach with a lack of strategy competency at the senior leadership level.

To attract and retain talent, We need to provide career advancement like developing career paths that offers opportunities for growth and learning, that works as a motivation for talented researchers. This approach can increase retention by aligning individual goals with the team's objectives.

Progression is key of human behaviour In the formal organisation setup the employees look for growth in certain intervals however in the absence of a clear career pathway employees are confused & likelihood of getting trigger to look for changes A clear cut career pathways , transparency in communicating expectations & skills needed to further grow , enables employees to Take the charge of their careers

A career is something that each individual must work and strive for. Do not leave this responsibility to companies alone. And in small structures like most of companies in Portugal, we have to use our imagination. The idea was created that a career is almost always growing vertically, when a career should be a permanent accumulation of learning, knowledge, accumulating new areas and some never thought of before. It's not just because we're a boss that we evolve. We have to change this discourse and increase the horizontal career as Being a career that everyone should strive for Accumulate knowledge and new knowledge.

Two things from the employees lenses become paramount Am I being valued & what value I am adding to the organisation In view of above it becomes most critical to engage employees in meaningful competency development programs & activities Training shouldn’t be just provided for the sake of Training days but it should be learning opportunities as per current & future job roles requirements High potential candidates must be exposed to the cross function projects & Multi cultural activities

Continuous learning is a universal aspiration, integral to daily life. By providing comprehensive training and fostering an environment where employees can continually expand their skills and knowledge, organizations empower their workforce to thrive and contribute to overall growth. Encouraging a culture of curiosity and development not only benefits individual employees but also enhances the collective capacity and adaptability of the organization in an ever-evolving landscape.

By having an Executive Talent Management skill set, Training and Development will be aligned to business objectives and result in a competitive advantage. Often training and development becomes a list of tactical activities that is not aligned to business objectives. OD and Talent Management must be at the board room table to clearly justify L&D return on investment.. Often organizations cut funding, resources, and time with L&D. Learning opportunities need to be diverse for all employee and leader learning styles and not through LMS alone. Experiential learning is key.

Feedback IT IS the greatest powerful weapon of growth. Constructive feedback, which builds on what we see and feel and offer to others so that they can see the mirror of what they created or caused with their actions in US . We should all look for feedback and thank those who have the courage to give us this wonderful gift. It's more than just a reflex, I suggest all to look for contradictory feedback. The hardest one to receive because it is the hardest thing to listen and give and because it is the hardest thing to "swallow" for those who receive it.

Feedback is important however it should not be generic & ritualistic Timely feedback duly supported with evidences paves a constructive conversations which benefits Employee Manager & Organisation

In my opinion, every team member’s voice matters, fostering a culture where everyone feels valued and engaged, ultimately leading to the team’s success.

Finding and keeping top talent for our research team is key. Let's spruce up our recruitment efforts by highlighting exciting projects and growth opportunities. Offering competitive salaries, flexible perks, and a supportive work culture can keep our team engaged. Remind everyone of the impact of our research, and regularly check in with team members to adapt and evolve. With these steps, we'll build a team that shines in the world of innovation.

Networking must be a part of organizational culture at all levels both internally and externally. One excellent resource for every employee. Why not support employees with LinkedIn profiles and encourage Networking through LinkedIn? This will not only promote a positive company reputation.. will support recruitment initiatives attracting and retaining the best talent.

En el ámbito de la I+D, igual que en cualquier otro sector, la rotación de personal excesiva constituye una señal de alarma. Efectivamente, la fuga de talento resulta perniciosa en cualquier organización pero, quizá, aún más en el campo de la investigación, donde se necesitan personas especialmente brillantes y comprometidas. La entrevista de salida puede ser un instrumento para averiguar qué está sucediendo de primera mano. Aún así, las causas del turn-over suelen ser casi siempre las mismas: condiciones laborales muy modestas, escaso atractivo de los proyectos científicos, falta de reconocimiento o proyección profesional, imposibilidad de conciliar, ambiente de trabajo insatisfactorio o incluso tóxico, estilos de liderazgo disfuncionales.

Promote Your Workplace Culture- While pay is always a consideration, it is getting more difficult to stand out in the area of pay alone. In my opinion workplace culture is the most significant and stand out option to bolster a company ahead. It is not enough to have the culture, but to promote that culture to potential candidates. This can be done through social media, job sites and more. Show off your culture to appeal to future candidates and make them think, I want to work there!

Highlight Your Brand: Make your values and culture known. Showcase your commitment to innovation and create an appealing image as an employer of choice, drawing in candidates Data-Driven Recruitment: Leverage data analytics to understand talent trends, streamline hiring processes, and make informed decisions based on past data and industry insights Nurture Growth: Create an environment that fosters personal and professional development. Offer avenues for learning, skill enhancement, and career advancement to satisfy growth-driven nature of professionals Diversify Talent Sources: Explore unconventional talent pools beyond the norm. Embrace diverse backgrounds, interdisciplinary skills, and unconventional paths to widen your recruitment scope