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Reasons why some companies struggle to retain their top talent (Solutions in comments!): 👇 ▫ Poor Management - One of the most common reasons why companies struggle to retain top talent is due to poor management. When employees feel neglected, undervalued, or micromanaged, it can lead to high turnover rates. ▫ Lack of Career Growth Opportunities - Employees want to feel like they can grow and advance within their company. When there are limited opportunities for career growth, employees may start to look for opportunities elsewhere. ▫ Low Employee Engagement - Employees who are not engaged in their work are more likely to leave their jobs. Companies need to work on creating a positive work environment that engages employees and fosters a sense of community. ▫ Inadequate Compensation and Benefits - Compensation is a significant factor in employee retention. When companies don't offer competitive salaries or benefits packages, it can lead to top talent seeking employment elsewhere. ▫ Culture Misalignment - Companies with a negative or toxic culture are likely to struggle with retaining top talent. Employees want to work in a positive and respectful environment that aligns with their values and beliefs. ▫ Lack of Work-Life integration- Companies that don't value work-life integration may find it difficult to retain top talent. Employees want to work for companies that prioritize their well-being and allow them to have a healthy balance between work and personal life. #humanresources #hrconsulting #employeeretention #retainingtalent

And just like that, a new trend is on the rise in the world of recruitment and HR. We’ve already spoken about The Great Resignation and The Great Stay, but there’s a new addition to this family of ‘Greats’ - the Great Stagnation. 📉🧑💻 After the global pandemic, companies and organisations had to cut down on hiring and other cost-incurring activities as they were now facing the repercussions of rising interest rates and having to pay back loans taken out to stay afloat during the pandemic. Additionally, companies began to rescind their flexible working arrangement offers, and called for employees to be back in the office. The job market has since cooled down, and employees, no longer presented with a wide array of job options, are holding fast to their current roles for the sake of security and stability. But is this enough to keep employees satisfied when companies aren’t budging on budgets or shifting from cost-conscious tactics to investing in their workforce and culture? 🧐 The Great Stagnation sees employees dial down their efforts and maintain minimal performance, biding their time until a new career opportunity arises. This can have severe implications for businesses, as it diminishes workforce motivation, innovation, and overall performance, nullifying the benefits of tenure. Employees become complacent and disengaged, and the resulting loss of productivity can harm a company’s culture as well as revenue. This just echoes the importance of valuing your current workforce, and prioritising measures to avoid entering the era of The Great Stagnation. Scroll to see what steps you can take to mitigate this risks associated with this new trend. ⬇️ . . . #recruitment #HR #recruitmenttrends #HRTrends #employeewellbeing #employeeexperience #employeeretention #employeeengagement #greatresignation #greatstay #greatstagnation #complanyculture #motivation #innovation #performance #upskill #careerdevelopment 

Did you know that over 33% of employees consider leaving their jobs within the first six months due to a lack of appreciation and career advancement opportunities? Let's ask the main question: Why do talented employees leave their jobs? It's a critical question that resonates across every sector. Insights from a recent study titled "16: Reasons Why Employees Choose To Leave Their Jobs" reveal the primary motivations driving individuals to seek new horizons. 🌱 Growth & Appreciation: A significant number of employees depart because they crave career progression and feel their current roles fail to appreciate their contributions adequately. ⚖️ Work-Life Balance: More than ever, employees are striving for a healthier balance between their professional duties and personal lives, steering clear of positions that undermine this balance. Understanding these triggers is crucial for any business aiming to enhance job satisfaction and retention. Addressing these factors not only boosts morale but also significantly cuts the costs associated with high turnover rates. 🔗 Learn More: https://hubs.li/Q02DzQ6_0 #HR #EmployeeRetention #WorkplaceCulture

Why Do Employees Leave a Good Company? Even the best companies face employee turnover. Here are key reasons why employees might leave: 1. Career Growth Employees seek opportunities for advancement. If a company lacks clear paths for growth, employees might look elsewhere. 2. Work-Life Balance Demanding jobs that encroach on personal time can push emplokht leave for better financial offers. 4. Management Poor management and lack of support can drive employees away. Effective leadership is vital for retention. 5. Cultural Fit Misalignment with company values or culture can lead to dissatisfaction. Employees thrive where they feel connected. 6. Job Fit A role that doesn't match an employee's skills or interests can prompt a move. Ensuring a good job fit is essential. 7. Personal Reasons Relocation, health issues, or other personal circumstances can lead to departure. Supporting employees through transitions helps maintain positive relationships. 8. Job Security Perceived instability or potential layoffs can cause employees to seek more secure positions. 9. Better Opportunities The lure of new challenges, exciting projects, or different industries can attract even the most satisfied employees. Understanding these reasons can help companies improve retention by focusing on career development, work-life balance, compensation, management, cultural fit, and open communication. How does your company address these challenges? Share your thoughts in the comments. #EmployeeRetention #CareerGrowth #WorkLifeBalance #CompetitiveCompensation #EffectiveLeadership #CompanyCulture #JobFit #PersonalGrowth #JobSecurity #CareerOpportunities #EmployeeEngagement #TalentManagement #HR #WorkplaceCulture #EmployeeExperience

Although 33% of hiring managers expect turnover rates to rise in the coming year, this doesn’t have to spell “DISASTER” for your business. Avoid this by treating your employees well — read on to learn how. As most know, fair compensation is important — but it’s not the only thing. Managers must also consider the intersection of corporate and employee values in areas such as work-life balance, professional development, and DEI. That way, employees can FEEL valued while VALUING their work. #hiring #DEI #companyculture

Retaining Talent: A Business Imperative 🌟 In today's competitive market, talent retention is more crucial than ever. With the UK experiencing a 15% increase in job mobility over the past year (ONS), businesses must focus on keeping their top performers. But how can we achieve this? Firstly, fostering a positive work environment is key. Employees thrive in workplaces where they feel valued and supported. Regular feedback, recognition programmes, and opportunities for growth can significantly boost morale and loyalty. For instance, implementing a mentorship scheme can help employees feel more connected and invested in their roles. Secondly, offering competitive compensation and benefits is essential. This doesn't just mean salary increases, but also includes flexible working arrangements, health benefits, and professional development opportunities. According to a recent CIPD report, 70% of employees cited career development as a major factor in their decision to stay with their current employer. Lastly, promoting a healthy work-life balance can make a huge difference. Encouraging employees to take breaks, offering remote work options, and ensuring manageable workloads can prevent burnout and increase job satisfaction. A happy employee is a loyal employee. By focusing on these areas, businesses can not only retain their talent but also create a more engaged and productive workforce. What strategies have you found effective in retaining talent? Share your thoughts below! 👇 #TalentRetention #EmployeeEngagement #WorkplaceCulture

Staff Retention Rate❕ People rarely quit jobs out of the blue; from speaking closely to candidates, their decision is often influenced by a variety of factors, many of which stem from the company culture or broader organizational environment. Some of the common reasons people leave include: 💥 Toxic Work Environment: A lack of respect, poor communication, or frequent conflicts can create a hostile atmosphere. When employees feel undervalued or unsupported, they may feel compelled to leave. 🚫 Lack of Growth Opportunities: Stagnation is a common reason for quitting. If people don't see a clear path for career advancement, or if skill development and training are lacking, they often seek opportunities elsewhere. 👎 Poor Leadership and Management: Ineffective or unsupportive leadership can severely impact job satisfaction. Micro-management, unclear expectations, or lack of feedback can push employees to look for better-managed environments. ⚖️ Work-Life Imbalance: Excessive workloads, unrealistic expectations, and lack of flexibility can create burnout. Employees who feel their personal life suffers because of their job often end up leaving in search of a better balance. 👏 Lack of Recognition: Employees who feel their hard work and contributions are consistently overlooked may eventually become disengaged. Recognition and appreciation play a big role in retaining talent. 🔄 Cultural Mismatch: When personal values don't align with company values, or when the company's culture doesn't foster inclusivity, transparency, or collaboration, employees may start looking for a more compatible work environment. Addressing these issues early on can often prevent turnover, as employees are more likely to stay when they feel supported, valued, and part of a healthy and thriving workplace. ✨What can companies do to retain their best talent?✨ Firstly, invest in employee development and create clear progression pathways. Secondly, cultivate a supportive and inclusive environment where everyone feels valued. Let's strive for workplaces where people feel they are a part of something bigger, where they are encouraged to grow and evolve. 💼 #CareerDevelopment #CompanyCulture #EmployeeEngagement

Retaining Talent: A Business Imperative 🌟 In today's competitive market, talent retention is more crucial than ever. With the UK experiencing a 15% increase in job mobility over the past year (ONS), businesses must focus on keeping their top performers. But how can we achieve this? Firstly, fostering a positive work environment is key. Employees thrive in workplaces where they feel valued and supported. Regular feedback, recognition programmes, and opportunities for growth can significantly boost morale and loyalty. For instance, implementing a mentorship scheme can help employees feel more connected and invested in their roles. Secondly, offering competitive compensation and benefits is essential. This doesn't just mean salary increases, but also includes flexible working arrangements, health benefits, and professional development opportunities. According to a recent CIPD report, 70% of employees cited career development as a major factor in their decision to stay with their current employer. Lastly, promoting a healthy work-life balance can make a huge difference. Encouraging employees to take breaks, offering remote work options, and ensuring manageable workloads can prevent burnout and increase job satisfaction. A happy employee is a loyal employee. By focusing on these areas, businesses can not only retain their talent but also create a more engaged and productive workforce. What strategies have you found effective in retaining talent? Share your thoughts below! 👇 #TalentRetention #EmployeeEngagement #WorkplaceCulture

Sometime Last year, Whilst working at a certain space, particularly an eatery I discovered that most of us workers who had the zeal to work after about two months began to drop in their resignation letters, or give notice of a stoppage, and I wondered why that was so, I did a background check/ investigation and discovered that there was no motivation, as a matter of specifics:They didn’t feel appreciated, they were overused and under appreciated and worst still underpaid. The Key to Productivity many times in businesses of today who are thriving is that either quarterly, or annually the initiators, pioneers or founders as we may wanna call them, see need and find utmost pleasure appreciating their staffs, they remind them that their diligent and effective services rendered has helped the business to continually grow, Every time a staff, either at lower or upper echelon is appreciated, it’s like the icing on the cake, you trigger them to be more productive, proficient, efficient, and above all ooze more competency in and around the workspace, most times also we find out that when reverse becomes the case, people show up not as a response stemming from professionalism, but compulsion on the basis of perceived or supposed remuneration, it is often said that “What’s worth doing, is worth doing well” I Encourage you today to take a minute or better still a moment, gather round your staffs, colleagues, coordinates, and even subordinates and appreciate them, Appreciation is your Application for more in the workspace, I trust you, you can do better! You sure can, see you at the top! #Workspace #employer #employee #appreciation #gratitude #committment #NSIA #finance #linkedin #linkedinfam

Are you experiencing a huge employee downturn?     If you're losing your talent, it's a clear sign that something needs fixing.    There are tons of reasons why people quit.    Truth is - people don't want to quit jobs.    They quit because of:    1. Unsupportive workplace culture   2. Poor salary  3. Undervalued employees  4. Poor managers  5. Lack of growth  6. Burnout from lack of resources, mentorship, or work-life balance initiatives  7. Lack of recognition    It's time to re-evaluate these areas and make necessary changes.    Losing people can be a major loss. Not to mention the resources (time, money and energy) spent on training and grooming said individuals.   Especially if they've proven themselves invaluable.    How would you approach talent retention?  Damian Kang Melvin Chang Nicole Chew #talentacquisition #HR #HumanResources #recruitment #Corporatework #HRExecutive #LeadershipInsights #CorporateLadder #ProblemSolving #CorporateCommunication