Care About Retaining Talent? Just Show Care!

Care About Retaining Talent? Just Show Care!

 

Organizations spend significant time, effort, money and resources to make a good hire. Wouldn’t all that be a waste if organizations didn’t have a retention plan or policy in place? Why recruit talent without a plan to retain the recruited? Keep in mind: ‘talent is hard to get and harder to keep’. And for this reason, it is important that organizations clearly define retention policies and plans, review them periodically, and change them if they don’t help in reducing attrition.

There are multiple ways to retain talent and organizations use varied approaches. 
 
Some organizations emphasize on employee education and development programs. Others provide training opportunities to existing human capital to ensure they keep up with digital advancements. Gone are the days when employees were provided training only to perform job functions. Today’s workforce wants to upgrade skills to prepare for promotions or the pursuit of dream projects. A commitment to training and education is a powerful incentive for employees to stay with an organization.
 
Some organizations have adopted internal recruitment and transfer policies to retain top talent. They understand that sometimes a simple change to an employee’s job description can keep motivation levels up. Where possible, organizations are providing employees flexible working hours and the freedom to work from remote locations. Supporting employees in achieving a work-life balance can go a long way in retaining them. 
 
Organizations are trying to create a vibrant work environment that breaks the monotony and gives employees an opportunity to unwind, relax and contribute, apart from work. Technology companies are creating workplaces that exude extravagance and a ‘cool’ factor. These companies provide separate social spaces like free king-sized lunch buffets, gym, cafeteria, child day-care, indoor-games area, lawn tennis and basket-ball courts. These perks not only act as selling points to attract the younger tech-savvy workforce, but also play a crucial role in retaining them.   
 
An organization with limited resources can also come up with creative ways to provide perks to employees, such as sponsoring a soft-ball tournament or hosting a monthly dress-up day or treating employees to offsite picnics or celebrating festive events with a dessert. Involving employees in the organization’s philanthropic projects is also a good way to engage employees.  The point is that ‘all work and no play’ makes the workplace dull and dampens employee spirit and productivity. 
 
An organization that does not create a positive work environment will fail to retain talent despite its workplace appeal. Employees have a fundamental need to be informed, to be involved in creating changes and improvements, and to be appreciated for their work. Employees also have a need for kindness and mutual respect. It is the responsibility of the management to ensure that they focus on building genuine relationships with employees that inspire trust and develop comradery.
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