What's the best strategy to retaining top talent?
How do you retain top talent?
High-potential-high-achieving talents want to learn more, achieve more, break new personal ground, make more impact, drive more results.
Personal growth is their internal engine.
Your retention strategy follows:
Learning: Create multiple ways for people to learn new skills and hone their existing skills. (Your high achieving growth-seekers will value it the most and use it the most; it will also help them stand out from the rest).
Leadership: Give people the opportunity to opt into management and leadership programs and opportunities at the company, and coach them when they do opt in. (Not everyone wants to manage and lead, however, but a small fraction will want to give it a chance and will want you to know they do).
Mobility: Give people opportunities to move up and across the organization. (It reinforces learning and provides growth vectors they will value and use).
Your strategy is people-centric. It’s about people.
The double digit impact on talent retention—as well as on your business performance—is the “unintended consequences”, the by-product of the strategy.
Think people first.
The “connecting tissue” is skills: help people identify their strongest soft skills, their leadership and management skills, their creative and innovation skills, their people skills, their learning skills, as well as their gaps and development opportunities. Giving talents the critical knowledge of their skills informs them and helps them become better, learn more, opt into opportunities, and build their self-worth
Get serious about building the best business.