Regardless of constricting job market,
the top talents of an organization are always on high demand. For
them, switching a job even during intense job market slowdown is like
performing a gimmick. However, most organizations ignore this fact
and think everything is hunky-dory.
Before getting down to brass tacks,
let's quantify the contribution of these top talents for an
organization. Various polls and surveys on employee performance and
contribution reveal that the top 20% of best performers create 80%
value for the organization. Thus, it's quite unthinkable for HR and
top management of an organization that they can afford to ignore it
and let the top talents part away.
As an HR head or a senior executive of
a company, your contribution towards talent management doesn't
restrict you to go an extra mile and delve deeper into the issues
that your best employees often try to speak out in different forums.
For instance, a growing conviction has been established across the
board that employees never leave an organization, rather they leave
their managers. However incredible the fact may sound, the employees
are always on a loggerhead with their managers on different issues,
be it personal or professional. Here, you shouldn't blame a
particular band of managers because a manager is also a subordinate
to her of his superior up in the hierarchy. So, if you look
microscopically, you may discover the root of the problem lies
somewhere else. This is just one dot of the problem line, there are
many such examples.
Well, before zeroing in on the
solutions as how to retain your top employees, let's first understand
the reasons why employees leave an organization. Some pressing
reasons of top talents being dissatisfied with the organization
include lack of professional growth, lack of recognition and rewards,
missing long term strategy of the organization, and poor work-life
balance. Now, you can address these issues and ensure your best
employees stay with you so long as they outperform. Here are the
ways!
Ensure Growth
In general, employees aspire for
continuous growth in their career and the best employees need it more
often. Top talents achieve their target faster than an average
employee. For them, professional growth is the top priority. If they
notice growth opportunity is stymied in the current organization,
they will search it elsewhere. Thus, it's imperative for you to chalk
out a sustainable growth plan for the best employees and promote them
to the position they deserve, so that they can add more values to the
organization.
Recognize and Reward
their Contribution
Who doesn't need a pat on the back
after a good job? The best performers have more appetite for rewards
and recognitions. The key aspect of a sustained employee satisfaction
program lies in recognizing and rewarding the best talents and
setting it as an example for others. This not only elates the spirit
of your employees, but also builds up an ecosystem of fair
competition amongst the real talents of your organization.
Articulate the
Long-term Strategy
The best talents mature faster than the
organization does, and they need more opportunities and challenges to
prove their mettle. Show them the big picture. If the management of
the organization lags behind the thought leadership of the best
talents and fails to craft a long-term strategy for the organization,
the top talents will be impatient and eventually leave the
organization. So, before they take a hard decision, just articulate
your vision of the organization and walk the talk. If possible,
involve these top talents to shape up your strategy.
Maintain Work-life
Balance
Here just one exciting thought of
William Henry Davies sounds appropriate:
“What is this life if, full of care,
We have no time to stand and stare.”
After all, the best talents are human
beings, not robots. If an organization fails to provide a proper
work-life balance for the employees, they will look for some better
organizations where they can experience it. The best solution is
develop a flexi-hour culture and map rewards and recognitions with
actual contribution, not with the amount of time clocked by an
employee in the office premise. With the advancement of technology,
the concept of workplace is changing faster. Be a change agent of
this trend and provide employees the power of flexibility without
neglecting the organizational goals.
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