Strategies for Talent Retention

Strategies for Talent Retention
Strategies for Talent Retention

As a manager or supervisor, your relationship with employees is a key factor in whether your organization retains talent. Put simply, people leave managers and supervisors more often than they leave companies or jobs. And anything you do that makes employees feel undervalued is likely to contribute to higher turnover.

So it’s important to be a considerate manager. You need to be interested in and respectful toward your employees, and know how to supervise without micromanaging them.

To keep talent, you also need to know and be supportive of employees’ own priorities and career aspirations. Above all, you can help prevent talented employees from leaving when you ensure their jobs are satisfying.

As a manager, you can improve employees’ job satisfaction — and so retain talented employees — by using four main strategies:

  • communicate the link between employees’ work and your organization’s success,
  • provide employees with constructive feedback,
  • be willing to give talented employees sufficient autonomy, and
  • provide employees with growth and development opportunities.

Communicate the link

For employees to be satisfied in their jobs and happy to stay with an organization, they need to know what role they play in its success. As a manager, you need to communicate this to them. You should ensure they know what the organization’s mission and key objectives are — and understand that it’s these that their work supports.

When to communicate objectives

It’s important to explain what your organization’s mission and objectives are to new employees when they begin their employment. In addition, though, you should communicate any changes in the organization’s mission or objectives to all employees when they occur, and ensure that employees are constantly aware of their roles in attaining organizational objectives.


By successdotinc

Information for success