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ARTICLES
How to keep your Best Employees
Your organisation’s ability to attract and retain talented employees will make you stand out amongst your competitors.
Good people create success - so what can your organisation do to keep people motivated and eager to grow with you?
A recent Gallup Poll identified the top three reasons why employees leave:
• Lack of faith in the leadership or vision of the company
• Concern with the way management is treating people
• Lack of management support in areas such as performance reviews and employee development.
The relationship individuals have with their immediate manager is key to their commitment and performance.
People leave their manager far more than they leave the organisation.
So what can you do?
The first step is to make employee retention a part of your company’s overall strategic objectives.
Every manager/supervisor needs to be aware of the following:
• It costs between 1.75 and 2.5 times a individual’s salary to replace him/her
• When people leave they may take customer with them
• Constant changes in personnel can send messages of organizational instability.
• The departure of a top-performing employee can cause those left behind to question their own loyalty.
If people feel connected at work they will not leave so readily.
The most comprehensive study in the area of retention found that earnings and benefits have a 2% impact on job satisfaction. Job quality and workplace support have 70%.
Many managers and supervisors believe that the responsibility for retention lies with HR and few of them have retention as part of their key goals?
Managers/supervisor need to acknowledge that part of their responsibility is to keep and motivate talented people. This may mean viewing their jobs more broadly and accepting that they need to:
• Develop people in their current work
• Coach people for future work
Copyright 2007 - Anne McDougall
Innovate Through Training and Development
Anne McDougall
