Are you concerned your top talent will look for better jobs?
Our reader poll today asks: As the economy shows signs of improvement, how concerned are you that your top talent will look for new and better jobs?
– Very concerned, 36.01%
– Somewhat concerned, 39.79%
– Not concerned, 24.20%
Hindsight is 20/20: Sure, economically, things have been tough for a while. Many firms hunkered down and chose not to invest in people during the cycle (training, raises, promotions, bonuses, etc.). Now it’s time to pay up. If you signaled to your teams that you didn’t value them during tough times, they’re much more likely to seek greener pastures when things improve. For now, identify those top performers, demonstrate they mean a lot to the company, and do what you can (training, raises or giving them more important responsibilities) to let them know they have a bright future with your organization. Hopefully you’ll be able to mitigate some of the flight risk you face.
Do you agree with these poll results? Let us know in the comments below!
– Mike Figliuolo at thoughtLEADERS, LLC
Did you enjoy this post? If so, I highly encourage you to take about 30 seconds to become a regular subscriber to this blog. It’s free, fun, practical, and only a few emails a week (I promise!). SIGN UP HERE to get the thoughtLEADERS blog conveniently delivered right to your inbox!
These results were originally a SmartPulse poll in SmartBrief on Leadership which tracks feedback from more than 190,000 business leaders. Get smarter on leadership and sign up for the SmartBrief on Leadership e-newsletter.
While I don’t live in fear that someone will quit, it absolutely is one of my big concerns. In particular, about 90% of my workforce is comprised of millenials (a demographic of which I am also a part). As such, it becomes very important to provide a balanced work/life environment, as well as frequent discussions about helping them achieve their bigger goals. While money can be a key factor in a decision to leave, it is rarely the only component.
I’ve had a decent retention rate, but I’ve found that if I can keep a great millenial for 3 years, then this isn’t too shabby. In some ways, the constant infusion of fresh blood really keeps the pulse of a growing CPG company like mine. We just need the proper culture and training protocol in place to ensure continuity! Great discussion topic, Mike.