Employee Retention

Talent Retention 2008

I've written a lot about talent retention over the last few years. Many of you will be familiar with the general themes, such as the importance of dialogue, negotiation, flexibility and so on. Of course it is important to stress that not all departures can be prevented, and this is especially true of your top performers.

If you are interested in learning what you need to do in order to keep hold of your best people, then do take advantage of my free 5 part e-course on talent retention. Just click on the link, sign up and then make sure to click on the link in the confirmation email - it's a double opt-in system for CAN-SPAM compliance.

Retention 2008

What should you be focusing on in 2008?

1) Distinguish between those employees that you really want to retain because of the impact they have on your business, and those that you would like to retain but could replace if necessary.

2) For those individuals or groups of employees identified as belonging to the first category, take a proactive approach to retention. The single most sensible step you can take is to conduct a retention interview.

3) Think carefully about your employee value propositions. What is it that each person truly values? Is there a way of increasing the total value on offer by making some minor changes?