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Why am I Losing My Best People?

 |  By: Sherrie Whatton, President/CEO, Staffing Solutions

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With life back in the job market, some top employees are contemplating leaving for better offers or more fulfilling challenges making the proactive role of management and human resources more vital. To stay competitive in this market, it is imperative you retain your best people.  See the tips below to help jumpstart your proactive efforts to keep your top performers.

  1. Identify your top performers. Survey management and create a list of your top performers in each division. Work on finding rewards that work for them, realizing that not all people are motivated in the same way.
  2. Ensure your company’s goals are in line with your employee reward system. Set clear expectations on how you will reward top performers. (Maybe it’s time to reevaluate bonuses-that extra money might be just what they need to feel appreciated. Evaluating the cost of onboarding a new hire versus the salary increase or bonus might be in the company’s best interest.)
  3. Pay attention to your top performers. Make a concerted effort and plan with your HR department to show your employees you value them and their contributions. Tailor employee and benefit programs to meet the needs of your unique workforce. This may mean moving to flex time, PTO, or offering more choices in healthcare plans and adding any other unconventional policies.
  4. Teach and coach. Provide ongoing training. Give them opportunities to grow in their current roles and take the time to listen, ask them what areas they’d like to expand in, are they challenged, what your organization can do to enhance that. Private coaching is a great option. Have an open door policy. Provide mentoring and opportunities that your competitors do not offer. Lead by example and follow through on your promises.
  5. Ask your top people why they like working at your company. Ask them why they stay and what they’d do differently. Use their feedback to make improvements. On the other hand, when someone leaves your company, ask them what made them make this decision. Knowing is half the battle.

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