Why are your top employees leaving?

Soliciting feedback and direction from workers on both social and professional company initiatives will decrease the number of ?misses? in your corporate activity schedules.

Information, information, information

A lack of transparency can be a culture killer. Not that every management decision should be communicated (far from it), but maintaining a regular flow of updates on the firm?s direction and successes is vital if your workforce is to remain engaged in the business. 

Internal focus groups or surveys can also provide useful insights into job satisfaction, often enabling conditions to be readjusted before it?s too late.

Look on the bright side

Failing to retain talent can be like a thorn in the side. It?s tough not to take it personally. But it pays to remember that it can never be totally eliminated, no matter how many measures you put in place. What is important is to work to minimise its frequency and treat each departure as an opportunity to identify areas of weakness which can be addressed in the future.

Talented employees are almost always recognised by their colleagues and, as a result, are key influencers within the business. It?s important to be aware of this, not least because if the relationship sours, the impact of their negativity on your corporate culture can be swift and severe. Sometimes it?s best to let them go without a fight. 

Finally, for the same reason parting on good terms is also important, even if it pains you to do so – their influence can be sustained long after they have left the building. Strive to create evangelists of everyone that passes through the business, talented or otherwise. This is a central tenet of a strong employer brand and should not be underestimated.

Sinead Hasson is managing director of Hasson Associates.

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