A manager at a mid-sized company read a startling statistic published by Harvard Business Review: one in five high-performing employees plans to leave their job within

the next 6 months. The manager, who was planning to train these employees in leadership skills, was taken aback and wondered: How can I make sure I’m not preparing them for higher-level roles

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The manager thought for a moment and remembered that high-performing employees are 400% more productive than their average-performing peers, according to the Council for Scientific Support and Advancement. Then the manager read

another statistic: high-performing employees are slightly less satisfied with their jobs than their average-performing peers. The manager realized that the more they gave these employees, the more loyal they would be to the company;

So the manager developed a strategy that included the following:

1. Conduct a comprehensive onboarding process:

A comprehensive onboarding process significantly improves employee retention, according to the Society for Human Resource Management. When employees understand how they can contribute to the organization,

they are more satisfied and stay longer.

The Society for Human Resource Management says ideal onboarding typically lasts about a year or more. It is more about developing talent than orientation, and

it should help employees fully understand the workplace culture, how their performance is evaluated, what tools are available to them, and how their roles connect to the company’s vision.

Taking these steps addresses the main reasons talented employees leave their jobs early.

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2. Provide plenty of guidance:

According to a 2015 Gallup study, most employees leave their jobs because they don’t like their managers. A manager who doesn’t provide enough guidance on setting goals

and priorities, or make time to answer questions, is the main reason employees leave their jobs. Younger generations الموظفين expect a lot of

support and feedback from their managers. Getting the right answers keeps them from looking elsewhere. Hold one-on-one meetings with each employee to discuss

their challenges, progress, and expectations.

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3. Create a follow-up plan:

If your talented employees aren’t aware of the succession plan you’ve created (or should create), they’ll likely consider other career moves they could make

Involving them in the succession plan gives them a stronger incentive to stay.

Start preparing your employees early for more senior roles, pair them with mentors to support their development, and provide training in القيادةand execution to help them

take on greater responsibility and strengthen their awareness, vision, and influence so they can move forward.

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4. Support flexible career paths:

The traditional career ladder followed by previous generations is no longer the norm. Once employees are exposed to a variety of roles,

they begin to redefine their career goals. In your one-on-one meetings, let them know you encourage this kind of change: you want everyone to follow

their passions, and help each employee find the right mentor within the organization if they want to change career paths.

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5. Introduce incentives:

According to Harvard Business Review, 73% of high-performing companies do not cap salaries, which means the possibilities you can achieve together

are limitless, too.

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6. Reduce stress:

According to a 2017 survey, employees who feel stressed at work are more likely than others to consider leaving their jobs. So ask

your employees what causes them stress—such as organizational changes, interpersonal conflicts, or work-life balance—and work with them to create a plan to address these

causes. Reducing workplace stress can foster creativity, which in turn boosts productivity.

Talented employees may not stay with you forever, but by putting this strategy into practice, you may be able to keep them for as long as possible.