Hiring best employees is one thing but retaining them is another thing.  It takes some work and strategy on the employer’s part to retain the best talents.  But it’s worth the effort since best talents significantly contribute to the success of the company.  Here are some tips on how to retain the best talents in your organization:

• Clear expectations. Best talents would want to know clearly what are expected from them so that they would know what to do.  Expectations should be set from the start.  This provides clear direction for the talent to perform.  He would know from the start that these are the expectations from him.  He will deliver them and being the best, he will exceed them.

Unclear expectations or no expectation settings from the start lead to frustration.  As the talent would work and work hard but his efforts are put to waste since what he has delivered is not what is required and expected of him.

• Continuous learning. Best talents don’t stop learning.  They are always looking for ways to learn new things.  Providing proper venues for learning and training your talents will help to retain them.

Learning is not only confined to formal trainings and seminars but also learning from experience.  Assigning new projects that will challenge your talents is another way of providing a learning experience.

Doing the same thing over and over again without any improvements or challenges would lead to boredom.  Boredom leads to the door to new and exciting opportunities in a new company.

• Competitive compensation. Best talents are worth a gem and its worth the investment to compensate them properly to retain them.  If they know that are being taken care of by their company, they won’t entertain the offers from the outside world.

Other companies would attract your best talents if they could offer more competitive salary than what you’re offering.

• Celebrate performance. Best talents perform well in their work and with this, they deserve to be recognized and rewarded.  Good performance has to be celebrated to encourage talents to continue with their good work.  This also inspires average talents to become best talents as well.

Unrecognized talents build resentment and negativity causing poor performance and eventually separation.

• Cultivate engagement. Best talents are best kept engaged at all times.  Engaged employees create a positive workplace and a positive workplace cultivate high performance.  Keep your employees excited to go to work every day, looking forward to their next projects.

Disengagement is the first step that leads to employees actively looking for their next career change.  Disengaged employees are no longer performers rather they dread going to work and everything seems to be negative for them.

• Culture creation. Best talents stay with a company where they can identify themselves with.  A company culture or branding that they can be proud of to tell the whole world that they are part of that company.

Best talents don’t want to be associated with companies that have bad reputation or negative connotation.

Reshali Balasubramaniam

Head of HR, HR Counselor and adviser at https://jobpal.lk/and EFutureTech Systems. Submit your resume online and be contacted by prospective employers.

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Different people have different opinions, experiences and goals.  These are brought along by each individual member of the team   .  The challenge is how to build a successful team despite all the differences.

A team is a group of individuals who work together on a specific task or project.

Belonging to a team means being part of something greater than yourself.  Being a member of the team means contributing to the overall achievement of the organization.

Here’s a list of secret ingredients to having a successful team:

• Clear Expectations – Team leaders communicating clearly the expectations or desired outcomes to each team member is a key to building a successful team.
• Commitment – Each team member is committed to complete the project.
• Context – Each team member understands the team’s importance in the accomplishment of the overall organizational goals.
• Competence – Each team member has the knowledge and skills to perform his task.
• Control – Each team member is empowered to perform his task while understanding the boundaries.
• Communication – Each team member is open to giving and receiving feedback.
• Consequences – Each team member is supplied with rewards and recognition when the team is successful.
• Coordination – Each team member coordinates with each other under the direction of the team leader.
• Culture Change – Each team member embraces changes that enhance the organizational culture.
• Creative Innovation – Each team member gives importance to creative thinking and new ideas.

Engaged team members take responsibility to deliver successful projects, products, services and relationships.  Thus, creating a work environment that fosters and recognizes team work is important.

Different people have different opinions, experiences and goals.  These are brought along by each individual member of the team   .  The challenge is how to build a successful team despite all the differences.

A team is a group of individuals who work together on a specific task or project.  Team members unite to reach a common goal.  Teams are created to encourage participation among individuals in terms of planning, problem solving and decision making.  Increased participation increases employee engagement.

Belonging to a team means being part of something greater than yourself.  Understanding the objectives of the organization is important.  Being a member of the team means contributing to the overall achievement of the organization.

Here’s a list of secret ingredients to having a successful team:

• Clear Expectations – Team leaders communicating clearly the expectations or desired outcomes to each team member is a key to building a successful team. It is important that at the start of the project each team member understands the purpose of the team.
• Commitment – Each team member is committed to complete the project. Whatever has been started will be completed.  What has been expected will be delivered.
• Context – Each team member understands the team’s importance in the accomplishment of the overall organizational goals. A team member’s work contributes to the team’s goals.  A team’s work contributes to the organizational goals.
• Competence – Each team member has the knowledge and skills to perform his task. If a team member does not have the appropriate knowledge and skills, he knows that he has access to the help and support needed.
• Control – Each team member is empowered to perform his task while understanding the boundaries. Scope and limitations are defined at the start of the project.  Team’s reporting relations, management and responsibility are understood by all team members.
• Communication – Each team member is open to giving and receiving feedback. Important business news and information are communicated promptly.  Varied points of view are brought to the table.  Necessary disputes are disclosed and managed.
• Consequences – Each team member is supplied with rewards and recognition when the team is successful. Both team and individual performance are recognized.  Team members focus on issue resolution rather than blaming others.
• Coordination – Each team member coordinates with each other under the direction of the team leader. The concept of internal customer is being practiced.  A customer and process-focused organization is being developed.
• Culture Change – Each team member embraces changes that enhance the organizational culture. Past failures are used for learning.  Team support is important and can be taken as an investment to having an effective team that produces effective results.
• Creative Innovation – Each team member gives importance to creative thinking and new ideas. Tolerable risks are taken to make enhancements.  Training is provided to motivate new ideas.

A team’s work contributes effectively to the business success.  Engaged team members take responsibility to deliver successful projects, products, services and relationships.  They exert effort to make the business grow and succeed, taking the business as their own.  Thus, creating a work environment that fosters and recognizes team work is important.

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In situations where a company has an open position, a company has two options to fill in the vacancy: through internal recruitment or through external recruitment.

Internal recruitment means that the company will fill in the vacancy with resource coming from its current pool of talents.

Some of the advantages of internal recruitment are as follows:

• Selection process is fast and easy.
• It is cost efficient.
• You already know the candidate’s capabilities and performance.
• Lower attrition risk.

Some of the disadvantages of internal recruitment are as follows:

• It hinders new ideas coming from the outside.
• It limits the number of potential candidates to choose from.
• Another vacancy is created when the candidate takes the new role.

External recruitment means that the company will fill in the vacancy with resource coming from outside the company.

Some advantages of external recruitment are as follows:

• It brings in new ideas and new talent to the company.
• Unlimited number of candidates to choose from.
• It is less likely to cause resentment among employees.

Some of the disadvantages of external recruitment are as follows:

• It is more expensive.
• Selection process is longer.
• It is more challenging for the company to evaluate the candidate.

Whichever recruitment option your company chooses, the key is to ensure that you fully understand the advantages and disadvantages of both options to make sure that your choice works best for the company both rationally and economically.

Recruitment Options

In situations where a company has an open position, a company has two options to fill in the vacancy.  It is either through internal recruitment or through external recruitment.

Internal Recruitment

Internal recruitment means that the company will fill in the vacancy with resource coming from its current pool of talents.  It can be through a promotion or through transfers within the company.  Transfer here pertains to a horizontal or lateral movement of an employee from one position to another without changes in the salary.

Advantages of Internal Recruitment

• Selection process is fast and easy since the pool of candidates to choose from is smaller.
• It is cost efficient, saving the company from job advertisement and / or recruiter’s fees.
• Since the candidate is an existing employee you already know the candidate’s capabilities and performance.
• Promotion is a way of engaging employees to stay in the company and motivating them to work hard as they know that they are being recognized and rewarded.
• Lower attrition risk, as you know that the candidate is engaged in the company, adapts to the company culture and can work well with the rest of the team.

Disadvantages of Internal Recruitment

• It hinders new ideas coming from the outside.
• It limits the number of potential candidates to choose from.
• Another vacancy is created when the candidate takes the new role.
• It may cause resentment among employees not chosen.
• It may create an atmosphere where employees feel that they only have a chance to get promoted when a senior employee leaves.

External Recruitment

External recruitment means that the company will fill in the vacancy with resource coming from outside the company.  It can be through the company’s recruitment team, job advertisement or headhunters.

Advantages of External Recruitment

• It brings in new ideas and new talent to the company.
• Unlimited number of candidates to choose from.
• The company will be introduced to a more distinct set of skills and experiences.
• It is less likely to cause resentment among employees.

Disadvantages of External Recruitment

• It is more expensive as the company will incur costs on job advertisement and / or recruiter’s fees.
• Selection process is longer since the pool of candidates to choose from is larger.
• It is more challenging for the company to evaluate the candidate as you have no proven experience on the candidates’ capabilities and performance.
• The selection process may not be efficient enough to uncover the best candidate that will fit in the company culture and can work well with the rest of the team.

Whether your company chooses to recruit internally or externally will be based on the framework and current situation of the company.  If you have a talent whom you are confident that will be the best fit for the role, internal recruitment makes sense.  However, if there is no current talent that stands out then it is best to do external recruitment.

Whichever recruitment option your company chooses, the key is to ensure that you fully understand the advantages and disadvantages of both options to make sure that your choice works best for the company both rationally and economically.

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