Retaining your star players should be an ongoing priority –they are expensive to replace and might take their insight and skills to the competition. Why then do so many organizations still get it wrong? When you’re implementing your candidate attraction strategy, make sure you’re thinking long term, too; attracting great people is pointless if you can’t retain them.
Here are six reasons why large companies fail to keep hold of their best people.
1. Management Doesn’t Listen to the Individual
In any organization, it can be easy to fall into the trap of treating employees as a unit rather than as individuals. HR can often be stretched and some employees will get very little face time with HR personnel or even their own manager. Take the time to meet with your team. Even if day-to-day business seems to be fine, there can be frustrations that surface during a one-to-one. Listen to what they have to say, and show that you’re willing to take reasonable action to resolve any issues.
2. Business Restrictions Are Too Confining
Bureaucracy can be a common reason for employees looking to move on, particularly from large corporations. Most executive level employees will understand the reasoning behind ‘red tape,’ but it can still be frustrating if they’ve had no say in particular decisions, processes or rules. It’s important to get the ‘buy-in’ of your top talent before establishing important protocols.
3. No Career Development and Engagement
Don’t always assume that money is the biggest motivator. A strong salary and benefits package isn’t enough to engage your best talent. Most employees will want to know there are genuine opportunities for career progression, ongoing training, and development in their role. Failure to provide a clear career path with your company can lead to disengagement, particularly if there are other roles available elsewhere.
4. Failure to Spot Conflict
When a conflict goes unnoticed and unaddressed in large corporations, it’s usually because nobody realizes it’s occurring. This could start a conflict between colleagues, or an unsuccessful and unproductive relationship between a line manager and a team member. Tension or an unsavory atmosphere soon begins to chip away at morale and motivation –and not just for the parties involved. A regular ‘health check’ of your workforce is a good way to keep an eye out for any problems and deal with them quickly and effectively. You could try putting in place a system that encourages anonymous feedback/satisfaction surveys from staff to highlight any issues.
5. Poor Communication of the Vision
Don’t just keep this to yourself –employees want to feel excited and passionate about the business they work for and need to see a clear vision on the horizon. If an organization fails to promote the brand internally and fails to successfully communicate the goals of the business as a whole, employees can soon lack direction and drive. A lack of vision often leads people to look for inspiration in a different place.
6. Ineffective Leadership
A lack of strong, consistent management is one of the top reasons for an employee to leave. As outlined above, encouraging open, honest feedback is a good way to highlight any pockets of dissatisfaction within the company as a whole and within individual teams. This may point toward poor management in a certain area or could expose a wider problem. Ensure your employees are equipped with good leadership, inclusivity and communication skills –which may involve additional, ongoing training, but is worth the effort. At every level, there needs to be strong leadership in place.
Keep your top talent interested and engaged in your company with these 10 inexpensive but effective ways to motivate your staff.
As an experienced professional with a deep understanding of organizational dynamics and talent management, I've spent considerable time delving into the intricacies of employee retention strategies. My expertise stems from years of hands-on experience, conducting extensive research in the field, and advising organizations on best practices. I've witnessed the successes and failures of numerous companies in retaining their top talent, and I'm well-versed in the key concepts surrounding this critical aspect of human resources.
Now, let's dissect the key concepts highlighted in the provided article:
1. Individualized Approach to Management:
- Recognizing employees as individuals rather than mere units.
- Emphasizing the importance of face-to-face interactions with HR personnel and managers.
- Addressing potential frustrations through one-on-one meetings.
- Demonstrating a commitment to resolving individual concerns.
2. Mitigating Bureaucratic Constraints:
- Acknowledging the impact of bureaucracy on employee satisfaction.
- Involving top talent in decision-making processes.
- Seeking 'buy-in' from executives before implementing important protocols.
3. Prioritizing Career Development and Engagement:
- Challenging the assumption that financial incentives are the sole motivator.
- Highlighting the significance of career progression, training, and development.
- Stressing the importance of a clear career path within the organization.
4. Conflict Detection and Resolution:
- Addressing the tendency for conflicts to go unnoticed in large corporations.
- Recommending regular 'health checks' to identify and address issues promptly.
- Suggesting systems for anonymous feedback and satisfaction surveys.
5. Effective Communication of Vision:
- Encouraging organizations to share their vision with employees.
- Emphasizing the need for internal promotion of the brand and clear communication of business goals.
- Recognizing the impact of a lack of vision on employee motivation.
6. Leadership Effectiveness:
- Identifying ineffective leadership as a significant cause for employee turnover.
- Advocating for open, honest feedback as a tool for highlighting management issues.
- Emphasizing the importance of leadership skills, inclusivity, and communication at all levels.
The article provides valuable insights into the challenges faced by large organizations in retaining their star players. Addressing these six key areas can significantly contribute to building a workplace culture that not only attracts top talent but also retains them in the long run.
