How to keep valuable employees

Thousands of books have been written about the fact that people - this is the main asset, the pledge of business success. And companies are chasing the talent, and then lose them. The owners are too focused on business and HR-specialists - on the analysis of personnel involvement.

I think many of you will remember about their experiences, read the real story of a manager. And business owners and representatives of personnel services useful tips on how to keep talented professional and loyal.

History of life

To me for help I addressed a candidate who wanted to develop within their company. He knew where you want to move (which is not so common in my practice). He needed a career plan step by step.

Having assessed the competencies, I realized it was a person with a high level of motivation. It focuses on the result, is committed to excellence, it is well developed project management skills. He wants to move themselves in a domain using existing experience.

So, we've compiled a career plan and the man began to act.

1. I requested in the HR-department organizational structure of the company and a list of open positions in the exciting field of him. Most of the positions were not posted on the official website and the corporate website. HR-specialist could not explain why this makes no secret.
2. He announced his desire to develop the heads of departments, which were opened positions.
3. Make an appointment with HR and managers to get the detailed information about the role and tasks of the candidates and the requirements for them. Clear answer is not received, the descriptions of positions, too.
4. It analyzed the labor market (the demand for similar positions and the proposed level of income).
5. I arrange an interview. Prepared to meet its vision of product development / direction and presentation of their achievements at the current position.
6. Passed interview. In the first case was rejected due to lack of experience in a new field, but its competencies praised. In the second - offer without increasing revenue. I note that the applicant worked for the company for six years, changes in income level was no salary in his new position on the market was 30-40% higher.
7. Held talks on offera circumstances, justify the need to increase revenue by 30%.
8. He was refused reconsideration offera.
9. I found a new job.

As a result, the company lost talent and now tries to find the employees at the two positions.

How to stop losing valuable employees

In the first place to save the talent within the company need to implement basic tools.

1. Do not forget to review wage. Tell employees about when and will revise their salaries according to what criteria. If you do not provide the basic needs of talented professionals in about 1.5 years will go to other companies.
2. Create an environment of employee development: place the job in the public domain, annually evaluate personnel, identify talent and help shape the career plans.
3. Include the most successful employees in the company's strategic sessions. Give them an opportunity to implement internal projects.
4. Implement a system of recognition and reward employees. Say thank you for the excellent work.
5. Let employees positive feedback. Make feedback a major development tool.
6. Organize recruitment of both external and internal candidates.

I admire the candidates who are ready to make efforts for the development of the company before you start job seeking On the market. This is the most valuable employees.

Build a system to work with talent. You do not want to HR-department engaged in recruitment of all time? Build a culture of openness, ask the hiring manager system and humane approach to the work. Remember, people do business.