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Talent Processes Are Important For Employee Retention

In a poll conducted by human resources consultant Right Management of workers in a challenged industry, 60% of workers said they intended to leave their jobs when the market got better.


Leaders need to constantly ask themselves what they are doing to retain their superstars.  What talent processes are in place to ensure they don’t lose 60% of their team? Based on The 7 Hidden Reasons Employees Leave by Leigh Branham, employees leave because:

 

1.    Job is not as expected

2.    Job doesn’t fit talents and interests

3.    Little or no feedback/coaching

4.    No hope for career growth

5.    Feel devalued and unrecognized

6.    Feel overworked and stressed out

7.    Lack of trust or confidence in leaders

 

Talent processes improve the chances of retaining superstars as valuable contributors to the organization.  A comprehensive selection process addresses job expectations (#1), job fit (#2), and organization fit (#4).  A robust performance process addresses feedback (#3), recognition (#5), workload (#6) and trust (#7).

 

Implementing effective selection and performance processes empower leaders to successfully hold on to their superstars.



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