How to create and hold on to top talent.
Due to the rapid advancements in technology
and artificial intelligence, companies have been pressured to recreate their
talent management and capital gain approaches.
Companies have also felt more pressure to produce more personalized and
instinctual brand experiences for their consumers.
Businesses are in need of workers who can keep
up with the demands of society. Some
attributes companies are looking for include: flexibility, technologically proficient, and people-management.
Employers have used flattering perks and high
pay for top talent employees. Yet, these
employers still struggle with a high turnover rate. One work study forecasted that one out of
four workers would leave their place of employment in 2018. When asked why, approximately one-third had
said that upper-management was not supportive and that there was no room for
A clear solution would be for companies to
offer better and more effective training and development programs.
Unfortunately, it is not as easy as this.
There are many business owners that already have extravagant programs in
place and still struggle in attaining their goals. The main problem is that
these programs must be more catered towards the employee; and yet they are not.
In order for any program to work effectively,
it must be focused on the user and the user’s needs. By keeping the employee’s needs in mind and
at priority, a business and ensure success, commitment, and understanding.
It is necessary to keep training programs in
tact so that people can learn new skills.
However, a business must keep in mind that this is only the first step
in creating a successful environment.
The most effective growth occurs only after the formal development
programs are completed. The most growth
occurs within the everyday workplace in which the workers face real challenges.
Here are some tips to for business leaders to
use to check in and help employees:
employees questions to gain awareness. Employees need
to know that you understand and are aware of their work-issues. The easiest and
fastest way management can be there for employees is by asking questions and
finding out the needs of the workers. In
doing so, leaders can offer suitable and ideal learning opportunities for
Schedule personal meetings with each team
member to check in with their current tasks. Encourage the employee to explain
which skills they feel are easy for them and which they feel they need more
guidance with. Investigate which areas
they feel are challenging and why they feel that way.
Some questions you can ask your employees are:
What do you find most intriguing
and rewarding in your job?
Are there any tasks that you are
finding a challenge?
What steps are you making to
attain your short-term and long-term work goals?
Are there any other projects or
responsibilities that you would like to be involved with?
It is important to listen intently to your
employees and create a judgment-free atmosphere. It may help to repeat (in your own words)
what your employees bring up at the meeting to ensure you fully understand what
they need. It may also help to limit distractions,
such as a computer, and take notes with a pen and paper.
Create more opportunities. Take action and create opportunities for
people to help develop your employees in the skills that they identified. Learning moments can be small yet very important
in involving and encouraging employees to practice skills and gain confidence.
Every challenge your employees bring to your
attention is an opportunity for you to help them grow. Regardless if the struggle is personal (e.g.
communication skills) or practical (e.g. technology software), it is important
to address the issue. In doing so, you
are showing your employees that they are valued and appreciated. It also allows managers to upskill and
retrain individuals as new obstacles occur in the everyday work environment.
learning opportunities. Always keep in mind which
experiences are best suitable for the personal needs of your employees. Take into consideration the employee’s
tenure, level of experience, and adaptability when choosing learning
experiences. Smaller experiences, such
as a new or necessary skill, may be suitable when employee’s can depend on a
more experienced team member for support.
Bigger learning experiences are more appropriate for those employees who
can take risks and step out of their comfort zones. These employees may have prior experience
attempting certain tasks and can use their skills to work more independently.
For example, you have a few employees that
need to strengthen their public speaking and presentation skills. The employees who are more shy and less
experienced with public speaking may benefit more in a smaller group
setting. You may consider placing them
in a small lunch meeting to learn about public speaking and presentation
skills. For the employee who is more
experienced and more forward, they may feel comfortable presenting and learning
in a larger setting; such as a large company meeting.
You may also consider allowing your more
experienced employees to discover and seek out their own growth opportunities,
but still keep structured learning experiences for the less experienced
Provide consistent feedback. Set clear expectations for your employees and
remember to always provide feedback.
This can be one of the most valuable sets of information someone
receives. As your employees carry out
their day-to-day tasks, work alongside them to create shot- and long-term goals
to strive for. Point out what your
workers are doing well and which things you feel they can still improve on.
It is important to be patient through this
process. Contemplate upon the work your
employees have done and tell them what you feel they are excelling at. It is also important to discuss their
failures without any judgement.
Regardless of their failures, always point out their efforts in trying
something new. In doing so, you can
ensure employees are actively applying things they have learned and are
readjusting themselves for improvement.
management. Before creating new opportunities, determine
how much time you have available to allot to such a task. What level of support are you able to provide
as a manager? It is important to set
realistic goals and expectations for yourself.
It is important to remember that you do not
have to give all of the support on your own.
In some situations, you can pair up certain employees with informal
mentors or other leaders for support.
When business leaders apply such principles to
the workplace, it will be hard to miss the growth around you. Such principles
can help retain those top talent employees as well. Open communication from leaders is necessary
for employees to feel appreciated, understood, and content within their work