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What are You Doing to Keep the Talent You've Got? Jul 14 , 2017

Talent acquisition

After spending the time and resources to land a great hire, the last thing you want is an unnecessary spin around the mouse wheel and another space on the team to fill. People abandon ship when they’re not satisfied. Sometimes, they leave for no reason besides an interesting opportunity somewhere else. Engagement is at least part of the glue that holds teams together.

There’s a lot of discussion about talent acquisition and candidate engagement, but employee engagement should get at least as much attention. For more satisfied workers and less strain on recruiting resources, here are a few ways to help keep the people you’ve got. 

Develop a Mentoring Program

You’d be hard-pressed to find a reason why mentoring is a bad idea. In almost every work environment, employees can benefit from the knowledge and experience of someone who’s been there a while. For new hires and people looking to grow within the company, a mentorship program helps everyone move forward instead of stagnating.

Mentoring keeps employees engaged because it involves a one-on-one learning and communication dynamic. It gives the newer employee’s voice a place to get meaningful feedback. It’s good for the mentor, too. Mentoring is a building block of leadership. 

Stop Cliques in Their Tracks

One of the most damaging things in any office is a clique. Although people naturally gravitate toward others who share the same interests and world view, the office is no place to let cliques thrive and mature into exclusive clubs. Invariably, someone will be left out. In time, no one would blame that person for looking fondly at greener pastures. 

Strive for inclusiveness. If you see a clique pop up, provide other opportunities for everyone to join and be heard. Etiquette expert, Diane Fottsman, writes at Huffington Post that you should watch your own interactions with employees, as well. Don’t show favoritism with delegating work.

“Remember, you have the power to help foster collaboration between employees who may not normally interact.” 

Talent acquisition

Encourage a Little Fun in the Workday

With all of that said about cliques, you should encourage some fun in the office. That’s what Trish McFarlane of HR Ringleader recommends. You don’t have to install a game room or throw parties. Just foster an environment where chatting once in a while and laughter in the hallway aren’t frowned upon across the board. That’s easier in a creative office than a law firm, but every office can loosen the reins a bit. 

McFarlane says technology can help. The more people can collaborate on projects, the more opportunities they’ll have to let down their professional guard. If leaders in the company share the technology and join in the experience, all the better. 

Keep Employees in the Company Loop

Business Insider lists several ways to know that your company doesn’t care about you. One of them is being left out of the loop. If employees don’t have access to company news, don’t know the result of a project that’s finished, have no idea where they stand in the company and generally perform tasks without a connection, they’re likely to find another job. 

Loyalty is a two-way street. So is engagement. For employees who enjoy going to work, care about how their efforts benefit the company and want to stay put, listen to them and keep them informed. 

Sourcing and hiring are tough enough without adding unnecessarily to the job. Once an employee is hired, the work is only beginning. Engagement helps keep the great people you worked so hard to hire right where you want them: on board. 

Contact us today and learn more about sourcing and hiring for a great company fit. 

Posted On July 14, 2017, 01:19 PM

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