{"id":17477,"date":"2019-01-13T21:41:00","date_gmt":"2019-01-13T18:41:00","guid":{"rendered":"https:\/\/www.ibtdi.com\/?p=17477"},"modified":"2019-01-13T21:41:00","modified_gmt":"2019-01-13T18:41:00","slug":"strategy-for-maintaining-competent-staff","status":"publish","type":"post","link":"https:\/\/www.ibtdi.com\/en\/strategy-for-maintaining-competent-staff\/","title":{"rendered":"A strategy for retaining top talent"},"content":{"rendered":"

\"\u00d9\u0086\u00d8\u00aa\u00d9\u008a\u00d8\u00ac\u00d8\u00a9<\/p>\n

 <\/p>\n

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<\/span><\/p>\n

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\u2019m not preparing them for higher-level roles<\/span><\/p>\n

\u0645\u0639 \u0634\u0631\u0643\u0629 \u0623\u062e\u0631\u0649\u061f<\/span><\/p>\n

\nThe 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 <\/span><\/p>\n

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;<\/span><\/p>\n

So the manager developed a strategy that included the following:<\/span><\/p>\n

 <\/p>\n

1. Conduct a comprehensive onboarding process:<\/span><\/h2>\n

\nA 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, <\/span><\/p>\n

they are more satisfied and stay longer.<\/span><\/p>\n

\nThe Society for Human Resource Management says ideal onboarding typically lasts about a year or more. It is more about developing talent than orientation, and <\/span><\/p>\n

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\u2019s vision.<\/span><\/p>\n

Taking these steps addresses the main reasons talented employees leave their jobs early.<\/span><\/p>\n

.<\/p>\n

2. Provide plenty of guidance:<\/span><\/h2>\n

\nAccording to a 2015 Gallup study, most employees leave their jobs because they don\u2019t like their managers. A manager who doesn\u2019t provide enough guidance on setting goals<\/span><\/p>\n

and priorities, or make time to answer questions, is the main reason employees leave their jobs. Younger generations \u0627\u0644\u0645\u0648\u0638\u0641\u064a\u0646<\/a> expect a lot of <\/span><\/p>\n

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<\/span><\/p>\n

their challenges, progress, and expectations.<\/span><\/p>\n

.<\/p>\n

3. Create a follow-up plan:<\/span><\/h2>\n

If your talented employees aren\u2019t aware of the succession plan you\u2019ve created (or should create), they\u2019ll likely consider other career moves they could make <\/span><\/p>\n

Involving them in the succession plan gives them a stronger incentive to stay.<\/span><\/p>\n

\nStart preparing your employees early for more senior roles, pair them with mentors to support their development, and provide training in \u0627\u0644\u0642\u064a\u0627\u062f\u0629<\/a>and execution to help them<\/span><\/p>\n

take on greater responsibility and strengthen their awareness, vision, and influence so they can move forward.<\/span><\/p>\n

.<\/p>\n

4. Support flexible career paths:<\/span><\/h2>\n

\nThe traditional career ladder followed by previous generations is no longer the norm. Once employees are exposed to a variety of roles, <\/span><\/p>\n

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 <\/span><\/p>\n

their passions, and help each employee find the right mentor within the organization if they want to change career paths.<\/span><\/p>\n

.<\/p>\n

5. Introduce incentives:<\/span><\/h2>\n

\nAccording to Harvard Business Review, 73% of high-performing companies do not cap salaries, which means the possibilities you can achieve together <\/span><\/p>\n

are limitless, too.<\/span><\/p>\n

.<\/p>\n

6. Reduce stress:<\/span><\/h2>\n

\nAccording to a 2017 survey, employees who feel stressed at work are more likely than others to consider leaving their jobs. So ask <\/span><\/p>\n

your employees what causes them stress\u2014such as organizational changes, interpersonal conflicts, or work-life balance\u2014and work with them to create a plan to address these <\/span><\/p>\n

causes. Reducing workplace stress can foster creativity, which in turn boosts productivity.<\/span><\/p>\n

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.<\/span><\/p>","protected":false},"excerpt":{"rendered":"

  \u0642\u0631\u0623 \u0645\u062f\u064a\u0631 \u0634\u0631\u0643\u0629 \u0645\u062a\u0648\u0633\u0637\u0629 \u0625\u062d\u0635\u0627\u0621\u064b \u0645\u0631\u0639\u0628\u064b\u0627\u060c \u0623\u062c\u0631\u062a\u0647 \u0645\u062c\u0644\u0629 \u201c\u0647\u0627\u0631\u0641\u0627\u0631\u062f \u0628\u0632\u0646\u0633 \u0631\u064a\u0641\u064a\u0648\u201d\u060c \u062a\u0636\u0645\u0646 \u0623\u0646 \u0648\u0627\u062d\u062f\u064b\u0627 \u0645\u0646 \u0643\u0644 \u062e\u0645\u0633\u0629 \u0645\u0648\u0638\u0641\u064a\u0646 \u0623\u0643\u0641\u0627\u0621 \u064a\u062e\u0637\u0637 \u0644\u062a\u0631\u0643 \u0648\u0638\u064a\u0641\u062a\u0647 \u062e\u0644\u0627\u0644 \u0627\u0644\u0640 6 [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":17479,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_ibtdi_aa_focus_keyword":"","_ibtdi_aa_secondary_keywords":"","_ibtdi_aa_audience":"","_ibtdi_aa_tone":"","_ibtdi_aa_summary":"","_ibtdi_aa_reviewer_name":"","_ibtdi_aa_reviewer_bio":"","_ibtdi_aa_reviewer_url":"","_ibtdi_aa_reviewed_date":"","_ibtdi_aa_service_id":"","_ibtdi_aa_related_ids":"","_ibtdi_aa_human_reviewed":"","_ibtdi_aa_disable":"","_ibtdi_aa_disable_links":"","_ibtdi_aa_sources":"","_ibtdi_aa_update_notes":"","footnotes":""},"categories":[491],"tags":[4908,17996,4560,5956,785,18070],"class_list":["post-17477","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-4908","tag-17996","tag-4560","tag-5956","tag-785","tag-18070"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/17477","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=17477"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/17477\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/17479"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=17477"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=17477"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=17477"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}