The war for talent is making HR's task more complex. The Great Resignation and the quiet quitting trend make employee retention more important than ever.
To encourage employees to stay, HR must rethink their employee experience and implement an effective retention strategy. Optimizing career management, training, interviews, and skills will allow you to retain your talents. In addition, by improving your HR processes, you can stimulate the performance, well-being, and motivation of your employees.
In an ever-changing world, HR must constantly challenge, modernize, and evolve their processes to retain talent. To do this, HR needs to be aware of employees' feelings and professional aspirations. Indeed, this data collection will allow the organization to present talents with training, development and remuneration opportunities. Talent retention therefore includes building and managing internal mobility gateways.
But to retain talent, it is also necessary to create and develop a structured policy of skills management. Establishing a flexible, adaptable, and open system will allow you to optimize the employee experience in order to encourage your talents to stay. Indeed, employee loyalty management must promote the motivation and commitment of your talents, as well as their performance.
Today, it is essential to promote regular exchanges in order to gain better visibility of the talents themselves. Performance reviews, 360 interviews, or People Reviews allow you to get to know your talents. Ambitions, skills, experiences and potential are all readily available. This knowledge allows organizations to implement more effective retention strategies and avoid talent disengagement.
To retain talent, you need to offer an engaging employee experience that makes them want to stay. You need to promote information transparency and proactive communication among all of them. Facilitating access to information for and with HR also makes it easier for you to retain talent.
Today's employees want to play an active role in their careers. Organizations must therefore value engaging HR policies. The employee must be involved in building and managing their own career path. It is also vital to convey a positive image of the company, especially among young talent. A company that goes digital is a modern company, in tune with the times, whose contemporary practices will foster employee commitment.
It is important to retain talent in order to reduce turnover. Indeed, the cost of replacing an employee is high. 35% of the employee's salary if they are a recent graduate, and 150% if they are more experienced. It is therefore essential to know why employees leave to improve HR processes. Satisfaction questionnaires and exit interviews are very useful in this sense. An organization can thus refine its processes to retain talent and adapt accordingly.
