This is a small research my company published. It's all about the reasons on why employees leave their employers; ways on how to retain those good employees; and techniques on how to attract new talent.
Please share your thoughts in other ways for not losing those 'talented' employees.
More research papers could be found on: Manpower Professional Global Research Center
Mohamed Ali
Mohamed,
ReplyDeleteVery good article.....!
I believe Retention is fundamentally linked to engagement and I think to protect a businesses in general we need to protect the most valuable asset that is linked to this and that is the employees who work for the firm.
A few points that come through my mind is
1.Identify and communicate with bright talents and talk about their output. There is a difference between using skills and using talent. If you want the best from your employees, find out what they love to do about their job (at least works in my line of work)
2. Constantly coach them on their development areas and encourage training programs.
3 Recognize them through Value and reward/appraise them accordingly.
4 Talk to them about their future goals and objectives
5 Last but not least…nothing lasts forever, so push the employees to focus on quality execution, compliant delivery, speed and working closer together than ever before to continue delivering!!
-Murtaza Ali
Nice input Murtaza..
ReplyDeleteFor some time, I've been thinking of a new way of motivating the employees, plus keeping in mind their future goals and ambitions.
My idea is to draw the employee's professional path within the organization, until he leaves.. yes.. until he leaves. I'm sure the employee would reach a level within the organization where he/she reaches a limit.. Just to motivate them, I would draw the whole path with the employee to see how long he is staying in the organization, and what benefits he will give the firm, and what benefits he will get out of it.
Plus, give the employee all the tools to share his/her knowledge during work with the firm, and while transitioning the new individual into the job when he/she is leaving the firm.
This flow of new blood into the firm would give new ideas and passion, while maintaining strong knowledge management systems and transitioning work and knowledge from one employee to the other would help preventing loss of essential knowledge.
By that, I think the employees would see their development within the organization; and would also feel the firm respects their willing to develop even if it means moving outside the firm.
I hope my points were explained properly.
Looking forward to your inputs.
Mohamed Ali
How would we act to retain our employees at EWA _ Bahrain.
ReplyDeleteHaving a clear strategy with a new vision,
and linking incentives to objectives will actuate engagement
and consequently retention.
Regards,
Yasser.