Dear all,

We are currently facing the problem of retaining High Potential employees in the company and are on a look out for means of motivating them to stay on longer with us. But nothing seems to be working with them.

Would greatly appreciate receiving suggestions/inputs as to how you do the same in ur companies and what are the most suited and successful ways of retaining employees.

Regards

Jigar Singh

Dear Jigar,

To retain high people the following may help :

1) Have a good mechanism of measuring their perforamce and their reward must stand apart from others.

2) Have an instanst recognition system for all the good things the employees ontribute, the forum could be the monthly communication or open house forums, or during organisation news letter.

3) Its better to have few gifts with your company logo and as and when such occasion arises you can reward them with these gifts.

4) Never forget to have a good road map for their growth.

5) High potential employees always love challenges and if the work lacks that, they will hop off.

More members view's can be of help here ; )

Kaushik

Most of us treat this with external superficial medicine, which are mere patch ups and not addressing the root cause. If we address and believe that the root cause is elsewhere, then we could really have a "People Strategy" well formulated. Focus at time gets precipitated by "attraction" and in some cases by "retention", a balance between both is very beneficial.

Hope this helps.

Warm Regards

Priyanka

Dear Jigar & Friends,

Retention of employees is the most challenging aspect of HRD and that's where the people relations become more important. Being the HRD represetative of your Company, you should create a mechanism to be informed of the index factor which motivates your employees the most because only when they are motivated, they will enjoy their work and will hang around happily!

Every individual is different and has different motivational needs.. for few it could be flexi timing whereas for few it could be conveyance , for others family commitments etc. etc..

In order to prioritize them you can develop the mechanism of questionnaire or polling or rating factors and identify the best motivators for your best people. Once you get the motivators; next step is to get action plans implemented for the highest index.

You must be aware that people are there with you if they trust that you really understand their problems and are there to help them solve it. So, focus on Empower-Involve-Support whenever retention is concerned.

Hi,

When we say "employee retention" as HR we are concerned primarily with ensuring that we don't lose:

a) people in large NOs., and

b) our hi performance / hi potential staff.

The latter of course is critical - first and foremost they need to know they are an important group and will be viewed and treated as such - be it in terms of compensation (the annual increases and bonuses), being given special assignments and projects, multifaceted exposure and fast track progression. Try these and they should stay.

bill