{"id":6000,"date":"2021-09-21T14:57:02","date_gmt":"2021-09-21T13:57:02","guid":{"rendered":"https:\/\/www.inpulse.com\/?p=6000"},"modified":"2021-09-21T14:57:04","modified_gmt":"2021-09-21T13:57:04","slug":"5-ways-to-develop-talent-and-improve-employee-retention","status":"publish","type":"post","link":"https:\/\/thirteencreative.co.uk\/inpulse21\/5-ways-to-develop-talent-and-improve-employee-retention","title":{"rendered":"5 Ways to Develop Talent and Improve Employee Retention"},"content":{"rendered":"\n

Ever wondered why successful organisation\u2019s are successful, and how they seem to maintain their success even through change and turbulent times? You could say, \u201cAh that\u2019s an easy one, they\u2019ve created the best product, or deliver the best service – they own the market; their prices are the most competitive; they\u2019ve received hefty investment\u201d, and so on. But if you really think about it, every one of these \u2018reasons\u2019 come down to one thing that\u2019s really making it all happen: the talent they\u2019re hiring, developing and retaining. <\/p>\n\n\n\n

The best products aren\u2019t made with mediocre talent, neither is service. Competitive prices aren\u2019t achieved without people who are working smart, and investments aren\u2019t made into teams that are satisfactory. It\u2019s engaged, motivated, well-developed talent that propel\u2019s an organisation forward and achieves stellar results. And every organisation wants to be this kind of successful.<\/p>\n\n\n\n

Recruitment, development, retention<\/h2>\n\n\n\n

But hiring can be tough for many organisation\u2019s – it\u2019s not easy identifying and appointing the right talent, and even if you do find and appoint the right talent, they may still become disengaged and underperform later on. Then of course, there\u2019s the struggle with retaining the strong talent you hire.  <\/p>\n\n\n\n

Employee recruitment is difficult because of competition and a shrinking talent pool, and employee retention is tough if your organisation is not meeting employee needs. <\/p>\n\n\n\n

Essentially, to find success in employee retention, you have to balance the needs of your people with that of your organisation. And you\u2019ll only understand what your employees need, if you ask them. Dialogue is critically important for all areas, not only employee retention.\u00a0<\/p>\n\n\n\n

Many organisations consider talent development as part of their employee retention strategy<\/a>, which is smart. Smart because it upskills those who may be deemed \u2018bad hires\u2019 because they aren\u2019t performing as well as management believed they would during the hiring process. \u2018Bad hires\u2019 can become valuable if they\u2019re invested in. And perhaps \u2018bad hires\u2019 are only bad because they\u2019re disengaged. Development may very well motivate and engage them, especially if this is what they want from their organisation. <\/p>\n\n\n\n

A Work Institute report<\/a> predicted that one in four workers would leave their jobs in 2018. Nearly one-third of that turnover was attributed to unsupportive management and a lack of development opportunities.<\/p>\n\n\n\n

5 Ways to Develop Talent to Improve Employee Retention:<\/strong><\/h2>\n\n\n\n

1) Gain insight into employees needs by asking more questions<\/strong><\/h2>\n\n\n\n

You can come up with all the developmental programs possible, but the key is delivering programs that are going to benefit your people and your organisation. You cannot think solely of the organisation\u2019s return on investment, but on the needs of the employee. What areas are they finding most challenging right now? What are they doing to reach short and long-term career goals? Are there any other projects, committees, or additional responsibilities they would like to be a part of? Where do they think their weaknesses are?\u00a0<\/p>\n\n\n\n

Start by scheduling regular pulse surveys<\/a> to determine what your people need. You can go on to educating line managers<\/a>, and they can have one-on-one discussions with their people to identify where skills can be refined and what their people need to feel motivated, engaged and valuable. <\/p>\n\n\n\n

2) Create on-the-job learning opportunities <\/h2>\n\n\n\n

Once you\u2019ve identified the skills your people need and want to learn, it\u2019s time to help develop them. But instead of classroom-style training, think about how you can incorporate on-the-job learning. Engaging employees in this way is key to helping them step outside their comfort zones, practice, and build confidence.<\/p>\n\n\n\n

For example, one of your employees is uncomfortable having tough conversations. He is struggling to communicate and collaborate with some members of the team and doesn\u2019t know how to go about solving it. This is an opportunity for on-the-job learning. For example, role-playing a necessary conversation or getting him to think of a step-by-step plan of action. This way, you are helping him think through the problem, strategically consider solutions, and practice his communication skills in a safe setting. Practiced learning is a lot more effective than theoretical advice.\u00a0\u00a0<\/p>\n\n\n\n

3) Approach development strategies strategically<\/h2>\n\n\n\n

You may want to consider your employees\u2019 level of experience and their working needs, and tailor their development strategies around these. This means, more experienced or more senior employees seek out their own growth opportunities (they\u2019re given more autonomy). While for junior and mid-level employees, a more structured approach to development is used. Senior employees value autonomy<\/a> – they want to know their organisation trusts them, and they typically want to use developmental resources in line with where they are professionally and what they see themselves working on in the near future. Less experienced employees, however, often struggle with self-awareness and are more likely to feel unsure of where they need help, where they could be better and how to go about refining their skills. Therefore, experienced and less experienced employees will both get asked different development related questions, supported in different ways and be given different development opportunities.\u00a0<\/p>\n\n\n\n

4) Provide regular feedback <\/h2>\n\n\n\n

The entire talent development process will fall flat without regular feedback. Dialogue is key! As your team carries out on-the-job learning, it\u2019s important to provide feedback on what they are doing well and where you see opportunities for improvement. This is how growth is achieved.<\/p>\n\n\n\n

Patience is important too. People won\u2019t get things right the first time, some people grow faster than others. You also won\u2019t see a return on your development investment right away either, but in time, after continuous support and feedback, you\u2019ll see greater engagement, better productivity, less errors and, most importantly, improved employee retention. <\/p>\n\n\n\n

5) Acknowledge small and big wins <\/h2>\n\n\n\n

Acknowledgement and recognition seems so minor and so cliche, but employees are human – everyone wants to know they\u2019re valued and are seen. Acknowledging small and big wins is a massive driver of employee engagement<\/a>, wellbeing and employee retention. <\/p>\n","protected":false},"excerpt":{"rendered":"

Ever wondered why successful organisation\u2019s are successful, and how they seem to maintain their success even through change and turbulent times? 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