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!
According to Globoforce.com, the number-one reason most Americans leave their jobs is that they don’t feel appreciated. In fact, 65% of people surveyed said they got no recognition for good work last year.
One strategy for recognizing top employees is described by Alexander Maasik. He utilizes a weekly progress report that he refers to as “Plans, Progress, Problems”. He writes:
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?