Retaining Your Top Employees Means More Than A Paycheck
Gone are the days of committing to a company for the longevity of ones entire career. Employees are wanting more and are no longer happy with the bare minimum. They are asking questions, they are passionate, they crave more meaning and purpose, they are creative, they are driven by more than just money and they aren’t going to settle in their careers until they get it.
As a leading San Diego recruitment and talent management consulting firm, we welcome the evolving trends in the recruiting and hiring process – but we have found one thing is consistent –keeping top talent should be a company’s #1 priority!
PPP requires employees to list their plans for the following week. Some people make sure they don’t have too much planned, and they’ll definitely be able to finish what they planned. But then there are others who have a lot of plans and a lot if ideas. Often they don’t finish all of them in a week and have a lot of overdue items. These are the people who want more and who like to prove others wrong.
A lot of overdue items is also an interesting part of PPP. At a first glance, it might seem that it shows laziness – sometimes it does — but usually the lazy ones are too uninterested to even make plans. So it’s actually a sign of people who want to do more than they are able. If you a have a person like that in your team they might require some help with focusing, so sit down with them and talk things through.
Keeping top talent around clearly requires more than just competitive pay and free lunches, and employee recognition is just one improvement that will impact employee retention. For more strategies to retain your best employees, check out more articles here.
Maasik’s full article was published on Entrepreneur.com on September 28, 2016, and can be viewed here.
What strategies have you used to keep your top employees around? As an employee, what do you want from organizations to keep you around?
WEEKLY CURRENT NEWS & TRENDS
Browse Blog Articles by Keyword
We take on the identity of the organizations we partner with
and measure our success by their lasting-improvements. Let our clients tell you more.
Remote Companies Build Organizational Culture from Anywhere
Brett Putter, CEO and Author, interviewed 500 CEOs that claimed their culture was embedded into their organization. Only 50 CEOs were able to explain how. Wejungo reviews how to create a culture that is embedded into your company.
New Virtual Culture: What does that look like?
How we work and where we work will never return to the days pre-COVID-19. More and more companies are going to continue to offer remote or hybrid work environments, and for good reason.
Facilitate an environment where your team wants to help each other without being forced to do so.
Keeping employees engaged in pre-COVID-19 times was a challenge within itself. Now that our daily business operations have become more virtual it is even more critical to focus on successfully engaging your employees. The following tips will ensure you are engaging both current and new employees through the challenges, the depersonalization, and distractions created by remote work.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
Current Trends & News Signup
Join our online community today! We develop resources and provide new perspectives on how to better attract, hire, develop and retain your top talent.