If You Don't Help Me Grow, I May Look For Another Job.

by blogadmin 30. May 2018 02:02

Many employers thought that once the recession was over, the practice of hiring and retaining employees would return to post-recession norms. Though, this has not been the case. Surveys have shown that employees throughout North America feel they are working in a high stress environment and if there was not a fear of "not finding something better", more employees would be leaving their jobs.

This has happened because companies are not working to develop their current talent. Employees are feeling overworked, unhappy, and underappreciated in their current fields. To mitigate your turnover rates there are 3 things you can change:

(1) Conduct a talent audit. It is vital to get a clear picture of more than job role, salary, performance reviews, and hire dates. Companies need to evaluate their staff to identify unique or highly specialized skills and competencies, job history, potential successors, a career path, aspirations, certifications, rewards and compensation plan. Gathering this information can provide valuable insight into actions needed to promote retention and engagement.

(2) Engage and retain your current team. Research has proven that engagement comes from the employee's relationship with their peers and supervisors along with opportunities to develop master. Employers should be creating the right conditions for employee self-direction.

(3) Lastly, optimize your sourcing, recruiting, onboarding and training programs. An employer must know their employees. This begins by optimizing the hiring process and identifying the employee's risks and rewards. by profiling skills, competencies, behaviors, and jog history of top performers, employees can identify what an ideal candidate looks like. The use of technology can simplify any business' talent intelligence. Understanding what the company has to offer and having the data to back it up will prevent dysfunctional turnover, unnecessary spending, and undesired suffering. 

Wilkins, D. (2013 January). What You Need To Know About Post-Recession Talent Management. Workspan, 33-37. 

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