Five Strategies to Help You Retain Critical Talent

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Retaining Critical Talent. Five strategies to help you retain critical talent are: 1. Providing Value Added Feedback 2. Adjusting Autonomy/Decision Making Authority 3. Building Relationships 4. Providing Opportunities for Growth 5. And Playing to Employee Strengths The first strategy is to provide value added feedback to employees. Critical Talent both expect and deserve feedback at other times that just at performance reviews. Feedback needs to be regular, specific, timely, and valuable to the employee. Too often use the excuse of not having enough time for feedback. While this may be true, feedback is an investment of time and a manger must consider the cost of replacing an employee should they leave. It is better to invest the time now to prevent having to replace them later. Feedback should provide a balance between development and positive feedback. Critical Talent has the desire to improve, so management must show them ways that they can get better. In addition a company must show that they value team members. Feedback can be leveraged to show that an employee is values and that the company is invested in their success (Oracle 2013). The second strategy is to adjust their autonomy and decision making authority. A manger must know how employees like to work. Do they prefer independent work, or do they prefer to work in teams? An employee who prefers team work environments will becomes less satisfied if they are given solitary tasks on a daily basis. A leader must manage them according to their preferences where at all possible and include them in the decision making process. There is no easier and more powerful way to motivate staff than to simply involve them in decisions. Get their thoughts on how to approach a p... ... middle of paper ... ...ers/talentreviewsandhighpotentialidentification_wp_ddi.pdf?ext=.pdf Lewandowski, C.A. (2003). Organizational factors contributing to worker frustration: The precursor to burnout. Journal of Sociology & Social Welfare, 30, December 1, 2003, pages 175-185. McCarthy, Dan (2012). The Performance and Potential Matrix (9 Box Model) – an Update. Great Leadership 2012. Retrieved from: http://www.greatleadershipbydan.com/2012/01/performance-and-potential-matrix-9-box.html Oracle (2013). Building Critical Talent Pipelines. Retrieved From: http://www.oracle.com/us/media1/building-critical-talent-wp-1676598.pdf Sorenson, Susan (2012). How Employees' Strengths Make Your Company Stronger. Gallup Business Journal, February 20, 2014. Sidle, Stuart D. (2012). Is Selection The Answer for Encouraging More Employee Autonomy? Academy of Management Perspectives 2012, Vol. 26, No. 4

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