Four Practices to Keep Your Top Talent

Four Practices to Keep Your Top Talent

Four Practices to Keep Your Top TalentAt the beginning of every year, people naturally reevaluate their options and are revitalized to take on new challenges, new adventures and are even tempted to re-calibrate their lives to a better or more ideal form, one that they imagine they would be satisfied with.
Due to human nature, people thus naturally consider new jobs, new employers and willingly look for new opportunities. For this reason, HR manager need to focus on retention for the first quarter of 2014 and need to place special care and emphasis on the organization’s top talent in order to keep them away from recruitment competitors and to ensure that the company achieves its business plan for the new year.
Laura Kerekes article “4 Things You Can Do Right Now To Help Keep Your Best Employees” on TLNT cannot be more relevant and timely. Her advice may come across as common sense for most HR professionals, but there is no harm in reminding the HR community of what is important and should be an area of focus for the beginning of this year.

1. Expectations on employees and corporate policies need to be clear and consistent.

There isn’t anything more frustrating for an employee than a situation of ambiguous demands and inconsistent practices. HR should therefore check that employees are satisfied in this area and if not, take  immediate action to rectify the problem.

2. Managers should show a genuine interest in their employees and treat others the way they want to be treated – the so-called “platinum rule”.

According to Kerekes, the golden rule of treating people how you would like to be treated no longer applies – managers now need to consider each and every individual and meet their own personal demands and needs; generation X & Y expect more from their managers. Moreover, studies show that manager who show a sincere interest in their employees, by regularly going through the office to have social chats, meeting with people on a one-to-one basis and getting to know staff members on a more personal level, tend to be more successful in their leadership roles than managers who fail to interact socially with their staff.

3. Don’t hesitate to over communicate and earn the respect of your employees.

Employees want to be actively involved in business decisions and want to play a valuable part in the organization’s strategic and operational decisions. Corporate leaders should thus actively seek input from their employees and welcome ideas for improvement if they wish to build an engaged and highly motivated workforce, i.e. one that will care about how the company is performing. If the organization doesn’t value the opinions of their staff and doesn’t take action or follow up on their feedback, employees will naturally become disengaged.

4. Give competitive pay and benefits.

Although many studies show that this is the least important factor to keep an employee motivated and engaged, especially if they believe in what the company does and feel attached to the corporate values, it is still a factor that comes into play if an employee finds that he/she is being underpaid and can earn a better living working for a competing organization. HR should therefore guarantee that their remuneration and advancement opportunities are in line with what the market is offering.
With a new year, comes new opportunities and an organization’s best employees are certainly reevaluating their options at this time. HR thus needs to put focus on retention and must safeguard basic practices, such as setting clear expectations for employees and training leaders to develop their emotional intelligence. In short, Kerekes four guidelines is either a start or a reminder of what HR should be doing now.
Kerekes, Laura (2013). 4 Things You Can Do Right Now to Help Keep Your Best Employees. [Online] Available from: http://www.tlnt.com/2013/03/18/4-things-you-can-do-right-now-to-help-keep-your-best-employees/ [Accessed on 2 January 2014]