Training Industry Magazine - January/February 2019 - 37
There's no question, the downside of a
good economy is that it's ridiculously
hard to retain your best talent. The
frustrating underper formers stick
around, while your rock stars are
suddenly the hottest ticket on LinkedIn.
So how do you build a sticky culture
that inspires your best talent to stick
It's tempting to focus on seemingly quick
fix, fun solutions that make your culture
look hip and millennial-friendly, but you
know what your employees want more
than a trampoline in the training room
and mimosas on Monday afternoon?
A buttoned-up culture where their
talent is valued, their contributions are
recognized, and they're inspired to grow.
Here are six ways to think past the
ineffective short cuts and take your
retention strategy to the next level.
BUILD A CULTURE OF
One of the biggest mistakes managers
make when they start bleeding talent
is to pull back on accountability.
They figure a low-performer is better
than no performer, so they avoid
the confrontation they worry real
accountability will bring. Or they fear
that if they expect too much, they'll
stress out their teams. So they buy some
pizza, cross their fingers, and let the
If you're a high-performer, you know
what's more stressful than tough
deadlines and high expectations?
Watching slackers slide while you pick
up the work.
If your best employees consistently go
home frustrated because they work with
a lazy team, they'll start looking around
for a new place where they can work
with people like them, or go out on their
own so they can call the shots.
Be sure every manager has the training
and tools they need to set and reinforce
clear expectations and have the tough
conversations to ensure everyone is
keeping their commitments.
T R A I N I N G I N DUSTR Y MA GAZ INE - THE ROLE OF L+D IN SUCCESSION PLANNING 20 19 I WWW. T RAININGINDU S T RY . C OM/ MAGAZ I NE