HOW TO KEEP THAT STAR EMPLOYEE FROM QUITTING
Your HR on Tap
Human Resources, Human Resource Management, Career Development
I’ve not doubt that you could identify your star employee without too much thought. They are the go-to person, the sounding board, the employee for whom nothing is too much trouble. But it’s exactly this type of person your competitors will be trying to lure away.
Last week I shared a blog post on how to spot the – not always obvious – signs that your best employee could be considering a job change. So how do you prevent this from happening?
Mostly you’ll find that top employees don’t leave for purely financial reasons. It’s more likely to be a case of lack of recognition, direction, engagement and/or reward. When high performers aren’t being recognised for their efforts, or if they feel their goals for career advancement are being stymied, they will be more likely to get restless and start looking for a new position. So as a manager, you should reward these stars by helping them advance and progress in their career within your organisation, whenever there is an opportunity.
Encourage self-discovery and growth within the business.
For the passionate and self-motivated employee, there is nothing worse than feeling your skills and talents are being under-utilised. By offering additional training, responsibilities, and by making a plan for how they can grow their career within the business, you can minimise the likelihood of them looking for greener pastures.
Tailor your perks and bonuses.
Everyone is different, so a one-size-fits-all rewards culture that works with most of your employees, may not offer the right level of recognition to the over-achiever. Some businesses have been known to also offer additional perks like wellness programs, yoga, or gym memberships. Also keep in mind that some people like to be rewarded publicly but for others this may be embarrassing. Everyone is different.
Provide Quality Time.
I’ve said it before and will continue to say it. Businesses that engage their employees and solicit their ideas and input are more likely to keep them around. But, it’s not all about business either, you need to learn the art of ‘water cooler’ conversation with your employees. Quality time with employees is not expensive, and that is often what staff want the most.
While there probably isn’t a whole lot you can do to prevent someone from leaving once they have made up their mind, there’s still a lot you can do to minimise the likelihood of them looking elsewhere for the sorts of recognition you might be able to offer. Check our blog next week for some inspiration on how to make the best of a bad situation.
If your top sales staff are still leaving, then be sure to conduct a thorough exit interview to find out the real reasons behind their resignation.
Would you like us to do a business climate survey? Your HR on Tap can interview and survey your entire office for some worthwhile feedback to help you not only improve as a business but also to retain your best staff.
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business climate survey
, Career Development
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, Employee Engagement
, Employee Performance Appraisals
, Human Resource Management
, Human Resources
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, quitting your job
, self-motivated employee
, staff leaving
, star employee
, top employees