Is Your Company Successful at Keeping the Most Talented Employees?


The long weekend at the high end golf resort was amazing. You and your wife enjoyed the sun, the food, and the relaxation. For the first time you could understand how a President’s Club event could be a motivator. Although you have never had a career before that was partially paid in commission incentives, you are slowly working your way into this reaching for the top mindset. In fact, while you once scoffed at the competitiveness of the top sales people in the organizations where you worked, you left the weekend in Phoenix wanting to do everything within your power to make sure that you will earn the trip again next year.
In spite of the amazing weekend that you spent in Phoenix, however, the even bigger incentive was likely a simple phone call that you took from your boss on an otherwise pretty quiet Thursday afternoon. With sales at a complete stand still in your region, your sales engineer tasks had been focused on writing and rewriting proposals and deals that the sales team simply could not seem to close.
Just when you were reaching the most frustrating of levels, though, the Thursday afternoon call from your boss, who works from clear across the country, brought you new energy. He detailed how one of the sales engineers in another area was swamped and simply could not get all of her proposal requests done. He wondered if you would be willing to step in and help her out. In your head, you knew that the particular proposal that was thrown your way was a low priority, but you also knew that it was a vote of confidence from your supervisor. In fact, your boss so much as said that he wanted to find a way to continue using your talent while the sales staff that you normally work with gets themselves reorganized.
What Are You Doing to Keep the Best Talent with Your Company?
Competition is tough when it comes to getting and keeping the most talented group of workers. In fact, to be successful in keeping their best people, a human relations (HR) team needs to have an effect set of talent policies and initiatives in place. In a time when your best employees can be courted and successfully recruited without you even knowing it, it is important for companies to gain the loyalty and the respect of their workers. For while some executive HR search firms make the mistake of thinking that the most difficult employment tasks are finding the best workers, the reality is that it can be far more challenging to keep those workers once you hire them.
From President’s Club initiatives to in house round tables that allow for top executives to build relationships with every level of worker, the executive HR search firms that provide the best advice listen to your company mission statement, and read through other HR directives and goals and then help your team cater a set of incentives and initiatives that will encourage your workers to stay on board.
Are You Looking for Executive HR Search Firms to Help You Solve Retention Problems?
From onboarding consulting platforms for recently placed individuals to providing executive coaching and support in various areas including talent retention, succession planning, executive coaching, leadership development, and succession planning the best platforms offered by the best HR consulting firms focus on building a better team and helping clients create scalability from day one and on.
Talent acquisition management and strategic human resources must go hand in hand if a com[any wants to keep the talented pool of employees that they hire. Executive HR search firms, in fact, understand more than anyone else the mistake in not paying close enough attention to a company’s top hires. Unfortunately, 2.7 million workers voluntarily left their jobs at the end of June 2015. This was an alarming 25% increase compared to 2013. Fortunately, however, 86% of companies with employee recognition programs indicate that they have seen an increase in worker happiness. For some employees, this happiness comes in the makeup of the current staff. In fact, McKinsey?s research shows ethnically-diverse companies are 35% more likely to outperform their peers, and gender-diverse companies are 15% as likely to do the same.