Wednesday, September 9, 2015

What are Effective Vehicles for Retaining your Top Talent

The effective vehicles for retaining the top talent are effective leadership, agile mindset, the culture of learning, robust (not rigid) processes, and cool technology tools, etc.

People spend significant time in the workplace. However, statistically more than two-thirds of employees don’t feel engaged; and people also have a different expectation for their work. Talent retention is one of the most critical challenges facing in any fast-growing and forward-thinking organizations today. So how do you bring wisdom to the workplace, and what are effective vehicles for retaining your top talent?

Ask “What’s In it For Me” question: The most effective vehicle for retaining top talent is for them to always be able to positively and appropriately be able to answer one question for them whenever they ask themselves it. That question is - What is In this For Me? People work for a 'Living' that certainly relies on salary, but that’s not the only measure. There are other important factors, Respect, Challenging opportunities, Chances of career progression, Work-life integration, Transparency and visible leadership qualities in your management. You need to like what you're working on, you need like who you are working with, and you need to feel there's something in it for you. If you’ve got 3 for 3, you have a great job. So to the last point, that's where there are many options - such as compensation, recognition, and opportunity are all important.

Create a culture of trust that makes the organization an agile and enjoyable place to work. Build a team of exceptional people who believe that together they are better than any individual on the team. Once they are a team, let them experience what it is like working at poor-performing organizations that are full of silos and politics. And keep tuning the business processes to enforce cross-functional communication and collaboration. As the leader, care about their personal and professional success. Provide education opportunities for people to advance their careers. Give people the ability to manage their own time and productivity. Let them know that they are part of something bigger than just keeping the trains running on time. Listen to your team. Be open to change. Stay engaged and passionate about their and your contributions to the success of your clients and organization. As the leader, be open to changing how you work and who you need to be as the executives to drive engagement, value, and success. Constantly focus on developing your physical, intellectual, and spiritual strength to be an effective leader.
Recognize micro-achievements daily and macro achieved goals always. Primary Motivators are feeling that contributions are aimed at the goal of the corporation and that decisions and efforts directly affect the products or productivity of the company. If this philosophy of effort with alignment to corporate goals, needs, and personal impact were understood, there would be little need for further coaching or moral improvement. The emotional climate of an organization has an impact on how people feel and on how they perform. People in an organization also want to feel encouraged that there are others who support them in accomplishing their tasks. For example, the motivator for all self-directed IT professional has always been the assignment challenge - the opportunity to work on the new, consequential and challenging initiatives. They vibrate to opportunities in an IT organization that they see as respected and supported in the business.

Different employees may have a different expectation for the work they do and the workplace they go, but overall speaking, the effective vehicles for retaining the top talent are effective leadership, agile mindset, culture of learning, robust (not rigid) processes, and cool technology tools; the wisdom in the workplace means positive atmosphere, growth mindsets, intellectual stimulation, the culture of learning, open-minded leadership, and collaborative & professional working relationship to both unleash employees’ potential and drive organizational maturity seamlessly.


Effective vehicles for retaining your top talent are a combination of both internal and external factors. Internal factors include the organization’s culture and leadership, and external factors are the strategies for attracting and retaining talent. Of course, external factors like geography, technology, and competition also have an impact on retention. Understanding the internal factors and external factors can help you find the best ways to retain your top talent. Check their website and they also provide guidelines on how to use it.

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