Or maybe the CEOs and C-Suite changes so company culture shifts. Or budgets are stretched, resulting in education and training being stripped back.
You get frustrated. You don’t want to talk to your Manager in case it causes a conflict. You start exploring other options and see that you can get better pay and a better title elsewhere. You interview; sign the contract. Inform your employer that you’re leaving.
Is this happening in your teams? (hint, yes it is) 12% of organisational superstars are actively seeking new opportunities (Corporate Executive Board, 2009).
Now is the time to put in place practices to support employee retention. Your teams, your people are a tremendous asset, especially in the rise of technology, and increased access to information. This isn’t a nice thing to do. Not having this in place does become costly.
These are the people who inspire others to go beyond the status quo. They set a positive atmosphere around them, and everyone aspires to be part of their team. They think outside the box, and find new ways of lowering costs, increasing productivity, and set the standards for ongoing success. They thrive when they mentor others.
Don’t get lulled into a false sense of security, and think they’ll stay with you forever. Their engagement is slipping. Now is the time to put in strategies to keep them with you for longer. Don’t leave it until it’s too late!
You might think, well we can’t compete with those large tech companies. But, Google, Amazon, Twitter, and Apple have issues with keeping staff too. Their average employees stay less than two years (The Top Talent of Tech Disruptors and Titans, 2017 – https://www.paysa.com/blog/201
If employers of choice are struggling with this, can you get it right? By recognising and owning this issue, you will be a step above the rest.
While you’ll never stop all of you superstars from leaving – it’s worth trying! They are your top performers – they thrive when they are challenged, inspired, and see their work making an impact. What can you do today?
TIP #1: Assess
TIP #2: Share the Good
TIP #3: Ask them
- What are their professional goals?
- How do they see the organisation supporting them to achieve this?
- How have they been recognised in the past, and how can you do this better?
TIP #4: Cast it around
Not only does this expand their knowledge of future roles, but it also helps provide ongoing opportunities for coaching, feedback, recognition PLUS your superstars will see the complexity of business, identify goals and pathways forward in your organisation’s future.
TIP #5: Clear the way
Helping your superstars recognise the pathways in your organisations, both current and future, can provide exceptional clarity. Is that a role they want to take on? What further skills and networks do they need to develop, so they’re prepared for this future?
Talking about the aspirations your company has for their future is a brilliant way to keep them engaged and excited what’s coming next.
TIP#6: Sometimes there’s no stopping them
Armed with this knowledge your superstars can find options, pathways, projects (and more) to gain the skills to tackle our future challenges. Not only increasing engagement, but reducing attrition, hiring costs, and building a culture that benefits us all.
This blog was put together by collaborating with the wonderful Samantha Bowen the Managing Director @ Acorn Network.