Retain Top Talent
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Retain Top Talent
Hiring top talent is only the start. Now you have to work hard to keep your very best talent. Most companies stink at structured and systematic retention of their top performers. Discover how to prevent turnover and keep your best people.
Curated by Barry Deutsch
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Lagging Employee Engagement? Four Ways to Fix It

Lagging Employee Engagement? Four Ways to Fix It | Retain Top Talent | Scoop.it
Employee engagement is often a challenging thing to get right, especially long term. But a focus on cultural needs and offering the right resources could help rekindle a flagging employee’s mojo.
Barry Deutsch's insight:

When was the last time you tried to measure employee engagement? Are you behind your competitors? Have you tried to calculate the cost of low employee engagement?

 

There are some very simple fixes. This article mentions a few fixes that mostly focus on thinking about employees differently. How to care, nurture, and develop them. Why do most companies still treat employees like they did in the 1980s and 1990s?

 

What's holding you back on creating an outstanding work culture?

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What If Your Boss Will NOT Develop You?

What If Your Boss Will NOT Develop You? | Retain Top Talent | Scoop.it

"Just yesterday, a CEO in one of my workshops on retaining people, “You’re the Person I WANT to KEEP”, asked me what to do about a manager in his company that refused to train and develop his team because he felt he was training people for other companies - does this sound dysfunctional to you?"

Barry Deutsch's insight:

Training and personal development are two of the most effective levers you control to improve employee happiness, engagement, and satisfaction. Studies show that companies who invest in training and development attract, retain, and have above average results. Why are you not investing more in training?

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Train people well enough so they can leave. Treat them well enough so they don't want to. -Richard Branson

Barry Deutsch's insight:

This quote by Richard Branson is one of my favorite quotes. I am amazed at how many CEOs will not invest in training and development because they feel it's only giving employees the capability to seek work elsewhere. Is that not the ultimate in dysfunctional behavior?

 

How many studies do we need to look at that training and development is a powerful attraction, retention, engagement, and motivational tool?

 

Why do so few entrepreneurial companies see little value in training and development?

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