If you read our “Where Tech Is Headed” series you probably came to the conclusion that companies are engaged in an all-out war for the best talent out there. Here at Zartis we have helped companies from startups with two staff to multinational tech giants, find the best candidates out there. We have even set up extended overseas development teams spanning many time zones. If you’re interested in our employer services you can have a quick look here at how we can help you do just that.
Moving on from that shameless plug, the question arises – how do you keep your top talent from leaving? We know that having a high employee retention rate is beneficial to any business, and creates a virtuous cycle around business performance, engagement and employer brand. After all, top talent will always want to go to the company with the best culture.
Besides the obvious of an increase in salary, creating a pathway for professional and personal development is a good way to keep employees goal oriented. As an employer it’s a good idea to be open and provide support for an employee’s career path. If someone sees there is no room to flourish they will quickly lose all motivation. Loyalty to the company will soon start to fade away. Being open minded about the traditional 9 to 5 work schedule can also boost employee morale. It means people can focus on other aspects of their lives they want to improve such as going back to school or maybe getting that Master’s. Maybe they can devote more time to their kids.
Employees are always looking to do things outside of their job description that involves skills and talent that have a particular interest for them. A good supervisor will know how to identify this talent and find matching tasks that employees will have no trouble wanting to do. They say working in something you love to do is not really work…that’s when you have found true happiness in the workplace. Line managers need to ask – ‘What is this team member’s passion, and how can it be channeled into something useful for our team?
Lastly, your staff needs to be felt appreciated and recognized but may also need constructive criticism from time to time. Managers need to understand that they are there to provide structure and the chance for their team members to grow. They don’t need friendship from you, they need leadership, and sometimes that means sharing feedback that is not initially well-taken. If feedback is given in the spirit of helping someone develop into a better professional, it is usually well-received once properly digested.
