Employee Retention Strategy, Article Employee Retention
Employee Retention Strategy, Article Employee Retention

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Employee Retention Strategy, Article Employee Retention

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You can spot
and hire stars –
but why can’t
you keep them?

EXPERT ADVICE FOR RETAINING AND DEVELOPING YOUR BEST HIRES


Are you doing everything you can to develop the talent you hire and keep them happy? 		HR JOB


Many large companies are now hiring full-time talent managers in an effort to dedicate resources to developing and retaining critical talent.


Fran Luisi, a principal at HR recruiting specialists Charleston Partners, predicts more than half the searches he conducts in 2004 will be for talent managers, compared to just 20% four years ago.


You may not be ready to hire a fulltime talent manager, but have no fear: Luisi shared with HR21 three important talent-management activities that any HR department can address:

  • Executing succession plans. Too many firms never get succession plans beyond boxes and arrows on an org chart. When you train high-potential successors to step into more significant roles, you’re sending a message about your confidence in them. Luisi says trained successors tend to perform better and stay longer.

  • Facilitating one-on-one matches. Assign high-potential workers to what Luisi calls “internal confidants” – people who get the company’s culture and who’ll help newbies understand the organization’s mission and goals.

  • Rewarding the stars. Communicate to key talent exactly what is expected of them, and how they’ll be rewarded for meeting those expectations.


    Source: Fran Luisi, fluisi@charlestonpartners.com




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    Employee Retention Strategy, Article Employee Retention