Retention of your critical talent is one of the top talent management concern in today's global economy. The true ROI of top talent isn't realized if that talent leaves. Add the significant cost of replacing talent to the loss of skills and institutional knowledge when top performers leave, and the importance of retention becomes even more manifest. These factors, coupled with the rapidly changing demographics of today's workforce as the Baby Boomer generation begins to leave in significant numbers and the Millennial generation makes its presence increasingly felt, demand that savvy leaders understand the dynamics of retaining talent and know how to manage talent with retention as a goal.
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A healthy economy is a good thing. But it also presents challenges when it comes to attracting and retaining top talent. First, everyone is pulling from the same, limited talent pool. And then there’s the issue of turnover, because now more ...Read more
Discover powerful insights, as heard from expert speakers at HCI’s 2019 Employee Engagement conference, who are putting the best, most modern employee engagement strategies to work.
Understand the key drivers of culture and performance, learn what drives employee engagement, know how to retain your best talent – and attract more of the same, and explore opportunities, barriers and best practices.
There’s an approach to making business better that many managers fail to take: paying attention to the lives of their employees.
Not just their employees; but what’s actually happening in their lives, what they value most, what struggles they’re facing, and what big stressors they deal with outside of work.
Attracting and retaining top talent is a game of finders, keepers. First, you need to find the talent. Then you need to keep them. This is especially important in today’s competitive landscape, because your competition is coming after your best employees. Not to mention, your employees have more choices where to go.
Employees today need connection to their mission, leadership and peers during every stage of their career. Enhancing the work experience through communication and engaging actions increases the likelihood they will remain with their organization. These efforts begin the moment an employee is hired and must be continually reinforced throughout their career.
Learn successful ways to implement and build retention strategies, where moments of truth exist throughout the employee lifecycle that drive discretionary effort and motivation, and a very practical approach to retention that comes from true stories of success and failure.
Explore how tapping in to five critical psychological benefits can provide a framework for sustainable engagement, why wellness and other popular programs aren’t delivering on the promise of employee engagement and where organizations must focus instead, and how organizations can determine the right combination of initiatives to deliver the key psychological benefits that ultimately drive talent retention.