When I searched for the definition of retention, in it's simplest form in business, I found this definition; the process by which a company ensures that it's employees don't quit their jobs.
Simple, right? It's accurate. But, is that all it is? In these series of thoughts, I want to speak to my belief of what it is and how to do it.
When I think about how I retain things in my life, let's say it is something physical, there are actions that I take to ensure retention.
I find a safe place.
I take time to focus on whatever it is.
I check on it to make sure it is OK.
I may add to it from time to time.
Look at all the things that "I" do first. That's how I look at retaining talent, we must first look in the mirror and evaluate how we show up.
Are we providing providing an environment where it is safe to learn, grow, and be yourself while performing the role?
Are we taking dedicated and focused time to our employee's development, experience, and needs?
Are we checking in? When things seem good, when things seem off, are we taking the time to check in and see how things are going? Are we being generally available for our team?
And, are we reacting to cues? Do we need to give or take away responsibility based on development needs and engagement? Don't let your people become overwhelmed (or bored) without acknowledging.
I ask these questions to start off what I will call my series on retention and other hot topics. ( I only refer to it as a "series" because "series" sounds professional:). But, remember, I am working and focusing on retention just like everyone else. I realize that it starts at the top, with ME, and possibly YOU depending on your role.
I hope as you read through the four questions above, you were able to answer yes to all. If not, that is OK, my goal is to write small posts dedicated to sharing thoughts and information that may help in retaining talent as well as other lessons.
Think about it, each employee that is hired comes with a cost. He/she is a valuable commodity that someone has said, "Yes, this person is worth the investment, I want them on my team."
Once we invest in him/her and he/she agrees to invest with us, we have an obligation to ensure that what we do and the actions we take are to retain and grow the investment. No matter what business you are a part of, your people should be your top priority.
Where is your talent focus on a scale of 1-10 (10 being fully focused)?
Do you feel retention is a top priority for you and your team?
What unique things do you do to retain your team?
