Talent Retention or Tumultuous Entanglements?

Talent retention is a hot topic. With baby boomers set to retire, the economy in flux, and management struggling to grasp Gen Y’s, companies worry about holding on to their most productive people. What gets in the way of talent retention?  A lot!  Talent retention is complex. This newsletter will focus on talent retention challenges that pepper the workplace and are often overlooked – the conflicts brewing down the hall, around the bend, and in the back office.  The people problems! 

Your office culture is a major predictor of employee commitment and talent retention. Is your culture where you want it to be?

How would you say your organization rates in terms of workloads, communicative senior management, and developmental opportunities for employees?  Are new managers thrust into their roles with little or no training?

Countless talented people quit due to an environment riddled with:

• passive aggressive communication
• blame and lack of accountability
• management by intimidation
• favoritism
• a backstabbing, dog-eat-dog mentality

Does this sound harsh?  It sure does but we all know that this type of behavior exists in most organizations, even if on a small scale.  And everyone has a war story about a bully boss, a manipulative co-worker, or some other form of workplace mistreatment. In order to grow, prosper, and keep people happy, senior management needs to do a company-wide audit to uncover processes and people that may be undermining talent retention.  This takes time, brutal honesty, and courage but the results are well worth it.

• Is bad behavior ignored? Rewarded?
• Are talented, self-directed people ultimately punished?
• Do you hire the best but tie their hands in order to maintain the status quo?
• Do you hold your managers accountable for their behavior?
• Is your culture fear based?

What Can You Do?

First, your business leaders need to define acceptable workplace conduct. Bad behavior needs to be addressed quickly, consistently, and effectively. Second, appreciate talent on all levels.  A great customer service rep, a friendly receptionist, or a trusted line manager is no less important than a top salesperson or a prudent CFO.  Third, embrace diversity.  Train managers to welcome different ideas and concepts. In the age of globalization, this is essential to business success.  Last, people want to be heard and recognized for their knowledge and contributions.  Find creative ways to let them know they matter.