Retaining talent in organisations

Chance meetings in the hall where social greetings are exchanged are good, but do not take the place of actually sitting down face-to-face and discussing any work-related concerns. Many books have been written and exit interviews conducted as Retaining talent in organisations look for Retaining talent in organisations secret to keeping their good employees satisfied.

They need to feel that their contributions to the business are important. The argument goes that because decisions have to be made quickly by employees close to the working level, flat structures avoid delays caused by organizational rigidity.

Empower and Engage Your Employees Provide opportunities to grow and learn, and let your employees know there is room for advancement in your company. A jungle gym is not a single ladder.

Replace the ladder with a jungle gym Move from work life balance to work life integration Return to Maslow Replacing the ladder with a jungle gym The idea behind the old organizational ladder climb is that people over time want more money, greater challenges, acknowledgement, increased control and opportunities for leadership.

The rise in flat organizations is being driven primarily by cost-cutting initiatives that require the elimination of expensive layers of management. Work life integration however acknowledges that the two cannot be separated into neat bundles that exist beside each other but never touching.

Here are a few strategies you can use to retain your talent: Accept suggestions for problem-solving. Get their input about rules or changes that may need to be made. In order to retain talent, you must make them feel appreciated, respected and worthwhile.

Good employees want to please you, but they need to know what it is they need to do to make that happen. Create an open and honest work environment.

Give challenging and stimulating work. However, I personally believe that there is significant value in the Needs Hierarchy and its principles may be very useful for flat organizations. On the one hand, flat structures are applauded as the answer to stuffy hierarchical structures as they increase collaboration and the speed of decision making.

This may include projects, external assignments and groups. Allow them to feel secure in their job.

In a hierarchical organization this is delivered by a series of promotions into positions of leadership. On the other hand, flat structures pose a challenge for those who want to move up the organizational ladder…. All of which are very interesting, engaging and fun.

Recognize and reward good work. You must communicate directly and clearly.Another suggestion to improve talent retention is the training of managers. The rating that the talent ranked on the organisation's efforts to retain talent is just above average.

Analysis. From the responses obtained, this study seems to suggest that the main problem in retaining talent is the Management. Retaining top performers begins with hiring the right talent in the first place.

Top performers will be strong contributors―employees who are valuable and organizations want to retain.

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Retaining talent in flat organizations. January 27, Deveen Hunter Employee Relations, HR Policies and Procedures, Human Resources. As always, economic, business and organizational trends pose challenges for the tidy and harmonious world that HR practitioners want to create. Most organizations also recognize the economic benefit of delegating talent management to line leaders—when corporate and HR budgets are limited, it shifts the costs of development programs from headquarters into the budgets of business units.

Retaining talent in flat organizations

That said, it is a bad idea to delegate management of high potentials to line managers. Retaining Talent: A Guide to Analyzing and Managing Employee Turnover Reducing Turnover at American Home Shield American Home Shield, the major appliance warranty arm of ServiceMaster, is based in Memphis, tenn.

and has about 1, employees. A critical department at American Home Shield was experiencing an annual turnover rate. Oct 13,  · Opinions expressed by Forbes Contributors are their own.

I write about leading organizational transformations. Share to facebook Share to twitter Share to linkedin Having been an entrepreneur for.

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Retaining talent in organisations
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