---

Guest post by: Gireesh Sharma Become an Author

Tweet

---

---

Attrition of Talent Talented employees leaving their jobs is an alarming development for most organizations. This article explores the empowerment of managers in arresting this trend.

Do we have the answers?

• Are we using the right processes to identify new hires?
• Do we know why our employees leave our company?
• Are managers given tools to identify talent and reward performance? Do they have the skills to use these tools?
• Do we have a system to develop potential?

Views & Reviews Right candidate for the right job. One important aspect of hiring is in defining the job responsibilities of the new-hire.

• Do the hiring managers give adequate details on the job requirement?
• Are the line managers involved in the short-listing and interview process.
• Are the job-descriptions consistent and available to all people in the hiring process.

Without well defined job-descriptions that are available to all people in the recruitment process, it may be difficult to identify the right candidates. Most attrition happens because we try to fit a round peg in a square hole.

Offboarding. “No one utilizes my capability & capacity for work”, said one employee in an exit interview. In organizations where no process exists to manage Offboarding, there may be many such unnoticed employee separations.

HR Strategy. Most management teams are focused on increasing revenues & profits. While it is true that most organizations exist primarily for financial growth, it is important to realize that this growth is not sustainable without keeping a unified and integrated HR strategy in mind.

Tracking achievements. Employees are hired based on their past experience and track-record and it is assumed that they will do well in the new job. However, actual performance is a true test of their capabilities.

If you can’t assign goals and track achievements periodically, how do you differentiate between the performers and non-performers – and reward them appropriately? This may frustrate talented employees and they may look elsewhere – where they are appreciated more.

Planning Growth. Without capabilities to assign and track goals, managers cannot look at the performance of their reportees objectively.

• Employees cannot be counseled regularly and effectively.
• Performance evaluation tends to be subjective with primary aim being completion of the performance appraisal process.
• Development needs cannot be identified at line-manager level.
• It is difficult to launch schemes that recognize performers – such as Pay for Performance
• Training is not effective and does not map to required development needs.

In such a scenario, how do you plan the growth of high potential employees?

Our experience indicates that over a period of time those employees quit, who are not recognized adequately yet have the maximum capability to deliver. They perceive that their current organization can not offer them the challenges, growth & recognition matching with their career ambitions.

High performers leave because their aspirations for growth and recognition cannot be managed effectively.

EmpXtrack is a comprehensive product that can help you in identifying talented employees, managing their career and growth and consequently arresting attrition. For information on how we can help you visit empxtrack website

Related Articles

  Will Your Talented Employees Stay
  IT Employees―Least Engaged…Again
  Flexible Work Arrangements: Why Should You Offer Them?
  How to Tell if Your Employees 'Get' Your Brand
  The REAL top 5 reasons employees choose to stay
  April Fools Day: Employee Morale and How to Kill it in 5 Easy Steps
  Liberate your Time by Developing your Company Organization Chart
  What\'s Your Loyalty Quotient?
  What's Your Legacy At Work?
  LEADERS CREATES LEADERS AT ALL LEVELS.
  Management styles for Gen-X and Gen-Y
  Labor's Ten Minimum Standards
  5 Tips for Curbing FMLA Abuse: What HR Managers Need to Know
  Leadership Training: Give Your Organization Firepower
  Retention: How Many Employees Can You Afford to Lose?
  Attracting and Retaining Organizational Keepers
  Cash is NOT King When it Comes to Employee Engagement
  Employee Training for Retention
  Organizational Talent You Need To Succeed
  Finding and Keeping The Organizational “Keepers”

Related Forum Posts

And Commitment From Above...
Re: Quote of the Day - "Loyalty of your people is a key to most
Re: Finding AND Keeping Good People
Re: Should you hire ambitious workers or employees with no goals
Should you hire ambitious workers or employees with no goals

Share this article. Fund someone's dream.

Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!

Name:
Email:

Popular Articles

How should you handle advertising in a recession?

How to Start A Coaching Business From Scratch

Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.