How to Identify and Retain your Top Employees

How to Identify and Retain your Top Employees

 13 Feb 2017


Recruiting talented individuals into your organisation can be challenging enough, but you also have the additional headache of trying to keep them there. As it is a candidate’s market, talented individuals have a choice and many will be open to the possibility of moving jobs, if the terms are appealing enough. Retention is one of the most difficult aspects of running a business, particularly because we no longer live in a world where people stay in the same job all their lives. One of the main reasons people choose to move jobs is for better opportunities for development and this is, for many, more of a priority than the salary. If you are not currently developing staff and retention is a problem in your organisation, it may be time to start looking at ways to change it.


Identifying Top Talent

It is a hard fact that not all of your employees will be worth holding onto or going the extra mile for; this is just the way of business. Talented employees can be difficult to come by, so you need to be able to identify the top talent and incorporate strategies to retain them. One of the qualities you should be looking out for when identifying your key staff are those who motivate others in your business. The attitude of just one person can affect a whole team so it is important to pay close attention to your employees and whether they motivate colleagues or bring them down. Some workers will constantly complain about their jobs, while others will have a positive attitude and will exceed the expectations of their role. It is important that you have an understanding of this, as it can help you to identify your key employees and those who are having a negative impact on the rest of your staff. Other qualities to look out for are those who offer to help their colleagues and present new ideas for the benefit of your business.











Developing Talent

There are many ways you can develop staff, so you have a better chance of retaining them in your business. Firstly, take the time to find out what their aspirations are and how these can fit into your business. If they want to move into other parts of the business, find a way to make that happen, even if it means you need to backfill their position. Many managers don’t want to lose staff to other parts of the business, but it is better to allow them to progress into the areas they are interested in, than losing them to competitors. Regular performance management meetings can help give you a clearer idea of what your employees are looking for in terms of development and can greatly improve your levels of retention.


Bonfire Recruitment, a specialist engineering and manufacturing recruitment agency based in Glasgow.

Experts in board level, management and technical appointments throughout Scotland and Northern England.


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