Talent retention: is it just about salary?
Posted: Thu Jan 30, 2025 4:59 am
More than just about salary, as we said at the beginning of the content, talent retention is related to a series of strategies and practices that can be adopted by an organization to attract, develop and retain qualified professionals in its workforce.
The objective, of course, in addition to avoiding the loss of these talents to other companies, especially competitors, is also to ensure that they remain engaged in the organization.
In other words : it’s not enough to just “stay around”. You have to get involved and make a difference on a daily basis.
From career plans to diverse human resources policies, focused on training, innovation, diversity, health, well-being and others, to benefits, which must be attractive, to the work environment, which must be light and recognize the journey of each employee, with opportunities for growth, talent retention must be something the corporate world must continually seek.
After all, a happy and engaged employee vp it email database is also a productive employee who ensures greater results and profitability for the company. In the end, everyone wins.
And how to do this in practice?
Recognize your employee's skills
Regarding talent management, Deloitte's Talent 2020 survey stated that 42% of workers seek alternative employment opportunities when they realize that their organization does not properly recognize their skills and does not provide opportunities for career advancement.
This means that almost half of the world's employees do not feel recognized by their leaders.
Retention already starts there.
How much do you recognize your employees? Do you congratulate, promote, reward and celebrate them for their achievements within the company?
And more : how much do you, by recognizing these skills and achievements, continue to challenge, trust and motivate the employee with new – and possible to be accomplished – challenges?
Answering these questions can provide a good guide for those who want to retain their talent.
The objective, of course, in addition to avoiding the loss of these talents to other companies, especially competitors, is also to ensure that they remain engaged in the organization.
In other words : it’s not enough to just “stay around”. You have to get involved and make a difference on a daily basis.
From career plans to diverse human resources policies, focused on training, innovation, diversity, health, well-being and others, to benefits, which must be attractive, to the work environment, which must be light and recognize the journey of each employee, with opportunities for growth, talent retention must be something the corporate world must continually seek.
After all, a happy and engaged employee vp it email database is also a productive employee who ensures greater results and profitability for the company. In the end, everyone wins.
And how to do this in practice?
Recognize your employee's skills
Regarding talent management, Deloitte's Talent 2020 survey stated that 42% of workers seek alternative employment opportunities when they realize that their organization does not properly recognize their skills and does not provide opportunities for career advancement.
This means that almost half of the world's employees do not feel recognized by their leaders.
Retention already starts there.
How much do you recognize your employees? Do you congratulate, promote, reward and celebrate them for their achievements within the company?
And more : how much do you, by recognizing these skills and achievements, continue to challenge, trust and motivate the employee with new – and possible to be accomplished – challenges?
Answering these questions can provide a good guide for those who want to retain their talent.