As the saying goes, “Hiring and retaining people isn’t the key to business success . . . hiring and retaining the right people is the key.”
The only thing more important than hiring the best candidates available is retaining those candidates once they become your best employees! Unfortunately, that’s more of a challenge in today’s market, since there are more employment opportunities available, as well as companies willing to woo the best and the brightest.
However, regardless of the generation to which your best employees belong, there are some strategies you can implement that will be effective for all of them. That’s because despite their generational differences, those who excel share some of the same traits and characteristics.
With that in mind, below are three ways to keep your top employees (right where they are):
#1—Ask them for feedback.
How can you provide what your top employees want and keep them at your company if you don’t know exactly what they want? Without that information, it’s a “hit or miss” proposition.
That’s why soliciting their feedback, whether individually or in a group, is important. What’s also important is fostering an atmosphere where employees feel as though they can express their thoughts freely, with no fear of repercussions.
#2—Provide ample opportunities for career growth.
One of the reasons that the best employees are the best employees is that they never stop striving to get better. They’re hard wired for top performance, and they’re never satisfied. That’s why it’s critical to provide these employees with ways in which to improve their existing skills and acquire new ones.
They’re approaching their job with a “career perspective,” so you should, too. Ask yourself what you would want if you were them—and then give it to them.
#3—Make sure they’re “engaged.”
What does that mean, “engaged”? It simply means that they’re so preoccupied and satisfied with their job at your company that they don’t have either the time or the desire to look for employment somewhere else. If you give them what they’re seeking, then they won’t start thinking about where else they can get what they’re looking for.
However, if you’ve already asked for feedback and acted upon that feedback and you’re providing opportunities for skills enhancement and career growth, then they should be adequately engaged and not looking for a way to leave the company.
What is your organization doing in regards to these three areas? Is it proactively working to keep the best employees right where they are? Or are those employees “flight risks” to take an opportunity at another company?