Retention Is Key: Keep The Best Employees
We use cookies to administer the website and track users’ movements around the website. Privacy Policy
Experience how the exam software works

Keeping The Best Employees

Hiring and retention are as like as two peas, completing each other and if both are operated successfully, they provide what is needed most: First-class human assets.

If you follow the hiring process well and fill your positions with qualified, hard-working people with right mentality and culture for your company, then you have a significant advantage over your competitors. However, a successful hiring creates a new challenge: Keeping your best employees in your company. Superior employees will attract other companies’ attraction and they will try to woo them away from you by offering higher wage, more authority and more appealing work situations. This is why you need to watch your back and look at your employment practices, benefits and compensation to determine if the loyalty between your company and successful employees is undermining or not.

Many companies; small, large and even the world’s most admired companies, face with this challenge and most of them are aware that a lack of human talent is a serious constraint on future growth. Therefore, companies take some precautions in order to retain their most valuable employees from establishing a retention office within the organization to building work-life balance programs such as change of dressing code to a more casual clothing, on-site child caring, or setting playground areas at the office.

The war for valuable, talented employees between companies never stops except times of recessions and recessions do not last forever. You need to calculate the retention rate in your business and check if your employees are truly happy or not. Studies show that most of the employees are considered as either “high risk” meaning that they are not committed to their employers and want to leave the organization within two years, or “trapped” meaning that they are not planning to leave within two years but not committed to the organization. And less amount of employees are considered as “truly loyal”, committed to the organization and want to stay on for at least two years.

Here we will explain the importance of retention and its challenges offering an insight into why employees stay and what factors influence them to leave.

Sign In