You’re a recognised leader in your organisation. You love your work and the projects you’re given. Continually put forward for more training, placed on great projects, but your manager isn’t putting you forward for internal roles – you’re missing these opportunities. Maybe the CEOs and C-Suite changes so company culture shifts. Or budgets are stretched, resulting in education and training being stripped back. Do they even care about employee retention?
You get frustrated. You don’t want to talk to your Manager in case it causes a conflict. Then, you start exploring other options and see that you can get better pay and a better title elsewhere. Next, you interview; sign the contract. Inform your employer that you’re leaving.
Is this happening in your teams? (hint, yes it is) 12% of organisational superstars are actively seeking new opportunities (Corporate Executive Board, 2009).
Now is the time to put in place practices to support employee retention. Your teams, your people are a tremendous asset, especially in the rise of technology, and increased access to information. This isn’t a nice thing to do. Not having this in place does become costly.
These are the people who inspire others to go beyond the status quo. They set a positive atmosphere around them, and everyone aspires to be part of their team. These people think outside the box, and find new ways of lowering costs, increasing productivity, and set the standards for ongoing success. They thrive when they mentor others.
Don’t get lulled into a false sense of security, and think they’ll stay with you forever. Their engagement is slipping. Now is the time to put in strategies to keep them with you for longer. Don’t leave it until it’s too late!
You might think, well we can’t compete with those large tech companies. But, Google, Amazon, Twitter, and Apple have issues with keeping staff too. Their average employees stay less than two years (The Top Talent of Tech Disruptors and Titans, 2017 – https://www.paysa.com/blog/the-top-talent-of-tech-disruptors-and-titans/).
If employers of choice are struggling with this, can you get it right? By recognising and owning this issue, you will be a step above the rest.
While you’ll never stop all of you superstars from leaving – it’s worth trying! They are your top performers – they thrive when they are challenged, inspired, and see their work making an impact. What can you do today?
You’ve got them in the room at their performance review, and they are ticking all the right boxes … you have the opportunity to ask them what they want!
Not only does this expand their knowledge of future roles, but it also helps provide ongoing opportunities for coaching, feedback, recognition PLUS your superstars will see the complexity of business, identify goals and pathways forward in your organisation’s future. Great for employee retention!
Talent want to know what the future holds. The time they’ve invested and spent in growing your business – will it be rewarded with a career?
Helping your superstars recognise the pathways in your organisations, both current and future, can provide exceptional clarity. Is that a role they want to take on? What further skills and networks do they need to develop, so they’re prepared for this future?
Talking about the aspirations your company has for their future is a brilliant way to keep them engaged and excited what’s coming next.
Armed with this knowledge your superstars can find options, pathways, projects (and more) to gain the skills to tackle our future challenges. This not only increases engagement, but reduces attrition, hiring costs, and builds a culture that benefits us all. Employee retention is key!
This blog was put together by collaborating with the wonderful Samantha Bowen the Managing Director @ Acorn Network.