What do you do if your organization is struggling to retain top talent?

Mantener el equilibrio y empatía en el grupo de trabajo, eh observado, que fomentar el respecto, reconocer los logros e incluir a todos en los procesos asociados a los costos y las ganancias, hace que el personal se comprometa más en la ejecución de las actividades, logrando resultados, evitar los adoctrinamientos, e imponer, ya que desmotiva al grupo.

I would conduct thorough exit interviews to understand the reasons behind employees leaving. Based on insights gained, I'd work on improving employee engagement through initiatives like career development programs, competitive compensation packages, and a positive work culture. Additionally, I'd focus on enhancing leadership and management practices for better relationships and provide opportunities for growth and advancement within the organization. Setting up regular channels for feedback and putting in place retention strategies that suit each person's needs would be vital in tackling this problem.

That's a great approach to addressing talent retention! Some strategies for talent retention : - Offering competitive compensation and benefits packages - Providing opportunities for growth and advancement - Fostering a positive and inclusive work environment - Encouraging work-life balance and well-being - Recognizing and rewarding outstanding performance and contributions - Encouraging employee feedback and suggestions - Providing opportunities for professional development and learning - Building a strong and supportive team culture By implementing these strategies, you can help to create a workplace that is attractive and rewarding for your employees, which can help to reduce turnover and improve overall talent retention.

Don’t make the following mistakes: Mistake 1: Not every high potential is highly engaged Mistake 2: Never benchmark current high performers with future high potential performers Mistake 3: Never delegate down the Management of Top Talent Mistake 4: Never protect a rising potential performer from early derailment Mistake 5: Don’t expect a rising star or a high performer to share the plan Mistake 6: Don’t fail to connect your high performers with the corporate strategy

Doing market correction in the compensation package as per the current market trend helps to retain the employees. Top talent often seeks opportunities for growth and development. Provide access to training programs, mentorship opportunities, and resources that enable employees to enhance their skills and advance their careers within the organisation.

Review our organization's policies, practices, and procedures related to talent management, compensation, benefits, performance management, career development, and work-life balance. Identify any areas that may be contributing to talent turnover or dissatisfaction.

Compensation is a critical factor in employee retention. Ensure that your organization offers competitive salaries and benefits packages to attract and retain top talent. Conduct regular benchmarking studies to stay updated on industry standards and make adjustments as needed. Additionally, consider non-monetary perks such as flexible work arrangements, wellness programs, and professional development opportunities.

Enhancing our organization's culture can be a powerful strategy for improving talent retention. Clearly define the core values that guide our organization's culture. These values should reflect what our organization stands for and serve as a foundation for decision-making and behavior.

La cultura organizacional emana de los dueños, y debe ser permeada y absorbida por todo el personal, deben sentirla, para poder transmitirla. Una cultura de cuidado del colaborador siempre va a ser preferida, donde se sientan escuchados, potenciados y valorados.

Creativity desires innovation, when an organization provides such opportunities to incorporate employee feelings, ideas and expectations into their strategies and functional designs and create an overall interactive working environment it succeeds in retaining top talent. The Organizations' major challenge is to become part of employee thoughts and develop such policies and environments where people feel comfortable to interact with each other and contribute to their satisfaction. A satisfied employee thinks more to discuss the Organization and contribute in its growth which results in his own growth too. It is an ongoing process that builds Organization Capital and enhances its overall culture.

Company culture plays a significant role in employee retention. Foster a positive work environment where employees feel valued, respected, and engaged. Recognize and reward top performers, promote open communication, and cultivate a sense of belonging. Employees who feel connected to their organization are more likely to stay.

One thing I have found helpful is hidden in Leadership. The author "John Maxwell" stated very well that everything rise and fall because of leadership. He also alluded that are leaders born or made. If an organisation is struggling to retain top talent, the challenge may be in leadership not the employees. Secondly, from your competitors. An employer ought to look for ways of employee engagement in order to retain top talent. Your competitors may wish to give better perks to your employees so that a company keep on recruiting, training and loosing employees to other companies or even countries. This is brain drain.

Top talent craves opportunities for growth and advancement. As a CHRO, prioritize career development initiatives such as mentorship programs, leadership training, and educational reimbursement. Provide clear pathways for career progression and encourage internal mobility to retain talent within the organization.

Fostering employee engagement is crucial for retaining top talent and creating a positive work environment. We need to keep employees informed about company goals, strategies, and changes. We encourage open communication channels where employees feel comfortable sharing their ideas, concerns, and feedback.

Sin lugar a duda un colaborador comprometido brillará más en sus funciones, debe ser retroalimentado de la manera correcta, acompañado a mejorar sus áreas de oportunidad, darle oportunidad para presentar ideas o propuestas nuevas.

ctively engage employees in meaningful work and provide opportunities for them to contribute to the organization's success. Foster a sense of ownership and autonomy by involving employees in decision-making processes and soliciting their input on key initiatives. Encourage collaboration and teamwork to create a sense of camaraderie and belonging.

Burnout is a leading cause of employee turnover, especially among top performers who often take on significant responsibilities. Encourage a healthy work-life balance by promoting reasonable work hours, flexible schedules, and remote work options where feasible. Encourage employees to take vacations and disconnect from work to recharge.

As my experiance " by providing employees with flexible work schedules and make sure they can successfully manage their personal and professional lives."

It's not a single item to check, it's a combination of all 6 and regular conversation with your peers to understand their aspiration and map them accordingly. In my view, we may not get what we want immediately, so as an employee we can take a back step or go with current flow and provide enough time for the management to match the aspirations. But make sure you have a check point as needed to remind and pursue.

Start with WHY: If you aren’t doing Exit Interviews with your separating team members, you’re missing a valuable exercise to ask the why when a team member leaves. You could be fixing all the wrong things if you just start with a blanket approach. Let your talent tell you what they need, and determine if your company can be what that is. Sometimes it’s small things, but every change can make you a better workplace.

Identify the root cause of high employee turnover and address the problem through better communication between employees and management. This can be achieved through various methods, such as conducting anonymous surveys or establishing a hotline for employees to discuss their concerns. It will certainly help.

Retener a los empleados no es una tarea facil, de acuerdo a Maslow todo ser humano ser queremos un trabajo que nos de seguridad (evitar en la medida de los posible la incertidumbre o VOCA) reconocimiento (sentirse parte del equipo y que su trabajo contribuye a la organización, hacer actividades de integración), cada persona es un mundo por ello la flexibilidad es una solución.

Retaining employees is a process that happens 24/7, not a thing that happens once it's needed. Everything starts with listening to company leadership. Their vision of the company must be translated into operational results and what is needed to achieve them. Based on that input, basic culture is created. Take into consideration that culture is not only behavior but also other reasons why people work. (salary, benefits, projects, development...) It has to be evaluated and adjustments done regularly for it to grow and flourish in a way that will best support companies long term goals.