Keeping the good ones!
While researching employee engagement, I came across an article written by author Jeana Quigley from the business.com blog.
Please read the following as I know you’ll find value in this one!
A company is only as good as the people it keeps. And lately there has been talk about talent shortages in business. However there is talent already sitting dormant on your team. Here are some tips for ways you can identify and tap into that talent and keep it right where you need it to be- with your company. Focus on:
As a manager, you should be able to identify those who are performing not only up to par but going beyond. These employees are willing to learn something new and are constantly improving. It’s important to make note of and track this in employee records for future reference. While these employees are finding ways to improve on their own, you can also give them a chance to move or grow. If you don’t, they might look to another team.
Retaining the Best
Retaining employees with insatiable learning appetites is a huge priority, probably even more important than hiring new talent. After all, it saves you more time and money to keep a hard-working employee on the books than to go searching for someone who hopefully works out. You may feel you don’t have a ton of money to nurse these employees into all-stars, but the following several ideas require little to no extra budget:
- Job shadowing which allows employees to follow an employee in a different department or higher position. Employees can learn first-hand how a leadership position or position in another wing may help them move or grow within the company.
- Coaching which pairs a senior employee up with a less-experienced employee in an audit-like situation. The “coach” may offer up advice or guide the “coachee” to improve abilities.
- Mentoring which is similar to coaching but allows the professional relationship to go just a bit further. It is an ongoing process that includes continual learning, constant dialogue, and may even include challenges over a longer time period.
Promoting From Within
Most important is letting a high-potential employee move up when your company has an open position. Be sure to let hiring managers know which current employees could succeed in open positions. Looking outside the company for a position that could be filled with a capable, inside employee is akin to letting a perfectly thrown football slip through your fingers. Not only will the employee feel unappreciated and undervalued, but they may be discouraged and feel their hard work has gone unnoticed.
Stretching It Out
If you don’t have new job openings, why not give high-performing employees a title upgrade or some stretch assignments? Make sure to set boundary criteria to help them succeed but allow them to make mistakes. As long as they learn from these mistakes and correct the process for future opportunities, you will have a strong employee who is gaining valuable experience resolving difficult situations.
Letting each employee know his contribution is valued makes for a satisfied, happy team. Ensure your employees know the team needs their best efforts. Just as a company doesn’t need 20 CEOS, a football team doesn’t need 20 quarterbacks. If you want to win games, you have to have a good offense, defense, and special teams. Every role in a company is valuable, and every player wants to do his very best.