Organizations that demonstrate they value human capital in a nurturing environment that promotes development have a "talent point of view," writes Annabelle Reitman, author of the March 2013 Infoline, "Talent Engagement Across the Generations."
Reitman notes that executives who believe they have the best available talent who need to be engaged and satisfied are vital to effective and efficient retention practices. She shares these three strategies to help stem turnover and increase engagement.
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- Conduct a face-to-face "stay" interview to learn about employees' interests, motivations, best skills, and performance and career opportunity needs.
- Establish a retention practice committee comprising human resource development staff, senior executives, managers, frontline supervisors, and employees who represent a cross-section of generations, races, and ethnicities to review turnover issues and discuss solutions.
- Develop an organization brand as an employer of choice. Develop a special logo, mission statement, and employee value proposition—and share stories of interesting and outstanding employees to attract qualified candidates who will fit into the organization's culture.
These tips were adapted from the March 2013 Infoline, "Talent Engagement Across the Generations" by Annabelle Reitman. For more information, click here.
