Are you attracting and retaining key personnel? Have you found “the right” person but they leave after a brief stint with your organization? Do you know why? What are you doing to not only attract talent, but to keep them? As with attracting new customers or nurturing and keeping current customers, it is a huge amount of resources you need to put into a new employee — it’s best to retain the talent you find.

    In order to keep talent, you need to know why they’re leaving and if there is anything you can do to keep them. If they’re leaving because they were offered more money at a different position, you can’t always compete with that and after a time you will wonder if you’ve been played and if the threat of leaving for more money was just that — a threat. If that’s the case, then that person probably isn’t the “right” talent you’re seeking.

    Attracting And Retaining Key Personnel

    What can you do to make your place of employment for both in office and work from home staffers a place they want to stay?

    1. Communicate. You want to touch base with in office and out of office staff regularly. Set up a team meeting at least monthly with all staff and touch base with all employees at least weekly. Let the employee or contractor know you are available to talk with them between those meeting times, and that your door is always open. When you’re communicating with staff make certain you’re listening to what they’re saying. Ask all staffers, “What can I do or give you that will help you better perform your job?”
    2. Empowerment is key. When you let an employee take charge of his or her tasks and duties you are empowering them to take ownership and to become even more involved in their work. Make certain the roles are clearly defined; this helps everyone in their own lane and keeps projects moving forward without key components slipping through the cracks.
    3. Offer feedback. In addition to your communication meetings with key players, offer feedback and constructive criticism. Almost every conversation is a chance to offer an educational opinion.  When you give your staff feedback, they will grow into their positions. Also, when you praise a staffer for a job well done, that goes a long way toward them taking ownership in their job.

    Are you having difficulty hiring and retaining key personnel? Do exit interviews and delve into the “why” of their departure as this will help you better tailor the position for the next person because course correction may be needed.

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