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  • Sherri Elliott-Yeary

How to {RETAIN} your Best Employees


In the constant search for top talent, don’t forget about the potential in your own organization. You might be overlooking talented individuals that are already in your company and these employees might be searching for other better-looking opportunities.

Uncover the potential and motivate your employees. With these tips, you’ll not only minimize resignation letters, but you might also attract new and talented people to your company.

1. Know your employees

It’s very important to know your employees’ skills and ambitions. It may sound easy, but this is a weakness for many employers. Over the course of their employment, the skills, strengths and weaknesses of your staff will change. You want to be fully aware of all the cards in your hand, so you can strategically organize the roles in your company and know what skill sets you need to hire. Checking in with your staff, not only helps the present and the future of your organization, but also makes your employees feel they play an important role.

2. Take risks to demonstrate trust

Trusting your employees with big tasks and assignments can provide motivation. Even if they aren’t 100% ready for the project, explain that you have confidence in what they can achieve and will provide necessary guidance. The confidence you have for your employees will motivate them to maintain a great work ethic and give them a purpose, so they are more willing to see the project through to the end.

3. Reward talent, not experience

Many companies reward external experience over skill. This means if they want a raise, they either have to come into the company with a lot of experience or have to leave the company to gain experience. Give raises to the employees who are motivated to develop their skills, rather than the employees with the most experience. Employees with the willingness to develop their skills are more beneficial to your company than an individual’s external experience.

4. Hire the best

With every new hire, make sure it’s a great one! Bringing in good people can motivate the rest of your staff and can provide a little healthy competition. Stay away from hiring similar work habits. Mixing up the talent pool with different types of hard-workers can strengthen productivity.

5. Oversee Performance

Talented and hardworking people want to work with other talented and hardworking people. Even just one under-performing employee can influence the rest of your staff. Recognize your hardworking employees and manage those who fall below the line in performance. This will help establish and maintain good work ethics among your employees.

6. Be personal

There’s a fine line between being personal and showing favoritism. However, treading the side of being personal can help make your staff feel valued and appreciated, which will lead to a well-motivated team. Invest time in each of your employees and they will invest in your organization! Just avoid overdoing it.

Show you care through action!

They’re only so many reviews and planning meetings that a person can go through before they start to think that you’re “all talk.” Try the above tips to motivate your employees. Action is what will help retain your employees and attract new talent.

Sherri Elliott-Yeary, the Generational Guru and best selling author of Ties to Tattoos, Turning Generational Differences into a Competitive Advantage, is a speaker, coach and trainer in the area of Human Resources and Talent Management. Sherri specializes in helping employers maximize their human capital by collaborating across the generational gap. Her expertise in human capital management and organization includes: workforce planning, company culture, training, assessments, HRIS implementation, regulatory compliance, strategic alignment, payroll, compensation and benefit programs. Learn more at generationalguru.com.


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