Keeping Your Top Performers


Retaining good people doesn’t just happen, it requires a concerted on-going effort. Competition for talent is intense and your best people will have ample opportunity to join the competition. Are you doing all you can to keep your best people? The following have proven to be effective:

Hire the right person for the job. Prior to hiring, re-evaluate company policies and the type of person you are seeking to fill the open position. What skills does this person need? What traits are common in people that excel in this type of position? Why did the last person leave the position?

Offer plenty of training opportunities. Training improves an individual’s attitude and enhances productivity. Review your orientation - does it meet the company's needs? Does the training program meet new employee needs?

Provide benefits that demonstrate employees are important. This doesn’t necessarily mean spending a lot of money. A flexible work schedule doesn’t cost very much yet it can raise morale and make employees feel valued.

Replace job evaluations with goal-setting sessions. Many times performance reviews focus on employee’s flaws and mistakes. An evaluation should be used to discuss goals and objectives with each employee.

Keep track of turnover. Turnover is expensive. In addition to recruitment and training costs, many times you end up paying for overtime or temporary assistance. A constant stream of turnover discourages productivity.

Acknowledge a job well done. This can be as simple as recognizing an employee in a group meeting or sending a note of thanks to their home.

Whenever possible, promote from within. This shows your staff there are real advancement opportunities at your company.

Your employees will work harder if they feel they are a part of the organization. Listen to their suggestions. Consider a company newsletter to keep employees updated.

Make compensation and benefits a priority. Pay slightly more than market rate whenever possible. Consider a recognition program for retirements or anniversaries. Invest in tickets to sporting events or annual discount tickets to local attractions. Implement a stock option or profit sharing program. Consider a bonus program which rewards employees for completing jobs under budget.

Push responsibility down. Employees work harder when they possess the authority to set their own goals and make decisions.

E-mail: pinnaclepartners@partnersinstaffing.com