Sandy Alexander, Membership Development
I recently attended the National SHRM conference and an overall theme quickly emerged from the majority of the presentations I attended. It became clear that a major employer challenge in 2014 will be the retention of high-preforming employees.
What is Driving this Trend?
Many factors that were instrumental in keeping individuals from job hunting are changing. The economy is improving, opening up job opportunities that haven’t existed for several years. The Affordable Health Care Act will reduce the reliance of employees on employers for health care benefits, which was often the deciding factor in accepting a position. And, the influx of younger workers that don’t share previous generations’ sense of life-long employment loyalty to one organization is growing.
Most high performers know who they are and understand the value they bring to the organization or perhaps more importantly the value they could take to another organization.
With the emergence of LinkedIn and other social media tools, finding stalwart employees is easy for recruiters, HR professionals, and competitors. It is just a matter of time before high performers are identified by someone else.
The key to stemming the tide of high performers leaving is quite fundamental. It starts with the ability to identify high performers before they leave or are lured away. Then, employers must determine what drives their engagement. It is imperative that you have strong relationships with your staff. Talk to them, find out what excites them, and ascertain their goals. Work with them to create career plans that meet their needs and are also tied to the company’s work plan and goals. Sharing a common goal creates a partnership; and that is a win-win situation.
If you want to discuss how to create an environment where employees want to stay, contact our Human Resource Services Department at 800.884.1328. We can provide best practice tips and information for your organization.