Month: October 2014

Do you neglect your talented employees?

Do you neglect your talented employees?

One important characteristic of an organizational manager is to shape the future of the employees. Not only will the management team set opportunities for the employees they also help the organization grow by retaining highly talented staff. However, there seems to be a problem among different organizations with a high turnover within companies. Why are some businesses experiencing high-levels of turnovers while others have an extraordinary retention rate? The answer is development.

Career growth is just one aspect of employee retention. First, let us examine why turnover exists. There are many reasons for an employee to leave their job such as, more money, moving out of state, spouse is transferring to another state, retiring, deciding to stay home and raise the children, etc…. Therefore, will a company ever stop employees from leaving his or her careers? The answer is no. To begin with, management must understand why employees are leaving. This can be found in the exit interview. When a staff member gives notice, do an exit interview. By interviewing all exiting employees gives human resources and management a sense of what is developing inside the organization.

Retention starts in the beginning in the recruitment and hiring stage find out what a candidate is searching for in their career. After the hiring, process is the orientation of the position. Next is training and development of the new employee. Training and development are not only for the recently hired staff members it should be an ongoing process for all. When an organization trains and develops staff, they are giving employees a chance to grow within the organization. Constant feedback is vital. Always give positive reinforcement let employees know what is working well and where improvement is needed. Have a good compensation and benefit package set in place. An internal communication process keeps the employees informed of what is going on in the company. One process that is more important is to show appreciation for the work they do. By saying thank you for all they do will put a smile on their face. These are some tools to start implementing within your organization now (Lee, n.d.).

One company we can learn from is the Microsoft Company. The primary focus is developing their employees for future advancement. They have tools for employee retention such as well defined jobs. The staff has a clear understanding of his or her job function. Another option is employees have a chance for advancement. At Microsoft, an employee does not have to be in a management position to progress for a promotion. For instance, a team member may be part of the software-development team for many years; he or she may want to do something else such as marketing. Therefore, instead of leaving the company Microsoft will help transition the move with a mentoring and coaching program. Microsoft also knows the value of talented people they hire individuals with disabilities; in addition, the workplace is an injury free and comfortable for all. Lastly, Microsoft focuses on integrity and responsibility in all their business procedures. These are some for Microsoft’s career development features (Microsoft, 2014).

References

Lee, David, (n.d.), How to attract and Retain Great Employees, Retrieved from, www.melbabenson.com/articles_files/how%20to20%attract%20and%20retain.pdf

Microsoft, (2014), Careers, Career Development, Retrieved from www.careers.microsoft.com/careers/en/gbl/careerdevelopment.aspx

Posted by Carmel Speruggia in Team Development, 0 comments