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Simbarashe Musara
Correspondent
IN soccer, there are certain teams that are always successful and winning trophies all the time.
These include Real Madrid, Barcelona, Liverpool and Manchester City.
This success is attributed to the top-class coaches, staff, players and board members.
The key to this success is talent retention and recruiting more talent.
This can be said of organisations that retain their best talent and always on the lookout for more talent.
Talent is also attracted to work in such organisations.
For talented employees, such organisations are their holy grail and look forward to be working for them.
There are no myths or any black magic that can be attributed to this success, but it is purely good talent retention.
Talent retention doesn’t require much from the employer, but it simply needs commitment.
If employees are paid well, they tend to stay put as they feel they are being appreciated with tangible benefits from the employer.
The talented employees will not feel the need to look somewhere else.
High salary to talented people has a direct impact on their performances and there is an increase in loyalty.
If you can get talented people to perform and be loyal to the organisation, that will be a recipe for great success.
This has a domino effect as the high performance will translate into profits and thereby giving the organisation more resources to source for more talent.
Mentoring is also used in talent retention as the employees learn from experts.
There is a transfer of skills from the experts to others and there will be breeding of future expert, thus the cycle of transferring knowledge and skills is endless.
This also shows the willingness of the employer to develop the human capital for the greater good of the organisation.
This breeds a very skillful labour force that is wholly committed to the organisation as they will have been given a platform to develop, both professionally and personally.
Organisations that tend to challenge their employees tend to create hybrid workplaces where performance is at its peak.
These challenges tend to open the door for creativity and give the employees an extra purpose.
Hybrid workers will not join organisations that does not require the best out of them as this will be a clear sign of lack of ambition from the employer’s side. Colin Powell says: “There are no secrets to success. It is the result of preparation, hard work and learning from failure.”
This means that success is a process that will impose challenges, thus hybrid workers will be up for the challenge.
These challenges will serve as a classroom to learn more about the job and gaining experience, thus creating more experts.
Promotion comes with a higher salary and additional input.
As you go up the corporate ladder, your opinion and input will be considered more.
Promotion is another way of keeping talent, as an employee is assured of having career progression in the organisation and potential employees crave for such organisation that promote career development.
The more promotions, the higher the job security as the more specialised the job is, the higher the security and this will increase the confidence of employees which in turn increases the performance and motivation of employees.
Involvement of employees give them a sense of belonging to the organisation as they are actively involved in the decision making of the organisation.
If you are involved, you are in a better position to understand the goals and the vision of the organisation.
This also gives way for great teamwork, high moral and healthier relationships which in turn gives way to harmonious workplaces.
In contrast to this, if employees are not involved, they might feel unappreciated and will have no reason to do more work or compromise for people who don’t even appreciate their efforts.
Appreciation is another tool used to retain employees.
Simple trust is key to retaining your top talent.
When there is trust, there is less resistant to change as the change may be interpreted as having negative impact on the employees if there is less trust.
People who are trusted to do their jobs also feel confident because they know the employer trusts that they know what they are doing.
This trust also enhances the decision making of the employees as they know their input is highly valued.
Lastly, all the above-mentioned will lead to an empowered worker who will be in a hybrid workplace.
Empowerment leads to career growth, motivation, employment development, knowledge, experience and self-actualisation which will translate to organisational success.
The organisations which are always dominating the marketing and always growing apply these simple principles as their recipe for continuous success as they have the backing of a talented workforce which has low turnover and there is constant addition or more talent.
This clearly shows the importance of talent retention to the success of the organisation.
Online Reporter