Ask your employees questions

Do you know what makes your current employees happy? Do you know what makes them miserable? If you can’t, you may find yourself struggling to hold onto good people. 

You need to know what your employees want and need before you develop your training and development programs. Here are a few questions to consider:

  • What parts of your job are most interesting and rewarding?
  • What areas are you finding most challenging right now?
  • What are you doing to reach short- and long-term career goals?
  • Are there any other projects, committees or additional responsibilities you would like to be a part of?
  • Is there anything else you’re curious about that you haven’t been able to explore yet?

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Want to hire great people and keep them from quitting? 4 strategies that work

ideas.ted.com

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Hire for potential, not experience

You should look for people who have a solid and versatile foundation and the ability and desire to learn new things.

Keep this in mind for a recruitment and retention strategy as well. Too often, companies don’t want to promote from within because they want someone in the position that can “hit the ground running.”This strategy denies reality because the position will change anyway. Retain your best employees by promoting them into stretch roles.

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Your hiring and retention competitors are not just the people who make and sell similar products and services; they are also anyone who hires people similar to your employees.

In addition to salary, people are looking for flexibility. Whether it’s working from home, a hybrid situation or shifts that fit their lives, other companies offer those.

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You won’t improve your retention or recruiting if you don’t know what works and what fails. That’s why you need to keep data on them.

And if you aren’t thinking about recruiting and retention strategies now, you need to be. Otherwise, the great resignation will hit your company, and others will snatch up your best people. Don’t let that happen to you.

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Make employee experience a priority

96% of talent professionals agree that employee experience is very important, to the point of becoming mission-critical.

Whether you’re a leader overseeing a 500-person organization or a manager with a team of two, we all need to find ways to create experiences to connect more deeply and humanly with our teams..

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4 things your company can do now to be ready for the future of work

fastcompany.com

Culture Hierarchy of Needs
  1. Tools for the job
  2. Organizational clarity
  3. Psychological Safety
  4. Connection
  5. Personal Fulfilment

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5 Ways to Combat the "Great Resignation" and Build a Thriving Team - CareyNieuwhof.com

careynieuwhof.com

Using existing talent

Using the employees already within your business and investing in employee development will be crucial for businesses looking to build their workforces for tomorrow. It also allows leaders to understand which skills are most in-demand across the business and identify where any areas need intervention.

Over time, and as projects progress, trends in these gaps will likely occur meaning HR and leadership teams are able to understand exactly when and where internal talent needs to be developed in good time in order to fill those gaps that come up most often.

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The workforce of the future: developing your talent management strategy for tomorrow - Natural HR

naturalhr.com