The ultimate guide to talent retention | 16 foolproof strategies

Worried about talent retention? You’re in luck, because here are 16 foolproof strategies to gather the workforce of your dreams and keep them motivated and committed to your project.

If your business objectives include optimizing productivity or minimizing staff turnover, this is of interest to you: talent retention is not only about workforce stability, but also about achieving certain goals that contribute to business growth, such as alignment between employees and the company, customer loyalty or fluidity in the decision-making process.

Here is the definitive guide to talent retention with 16 infallible strategies:

1- Adjust salaries
2- Work-life balance
3- Work environment
4- Opportunities for development and growth
5- Use of technologies that simplify bureaucracy
6- Good pressure management
7- Defined chain of command
8- Thorough recruiting and selection
9- Continuous training
10- Progressive adaptation
11- Tackle work-related problems as soon as possible
12- Recognition and incentives
13- Internal promotion
14- Accept feedback
15- Employer branding
16- Offer exclusive benefits

Some of the following strategies may seem very obvious to you, but we guarantee that you can turn your relationship with your employees around by adopting some of the following foolproof strategies:

1- Adjust salaries

Be sure to offer compensation that is as close as possible to the expectations of your staff and their lifestyle. Remember that the CV is not everything and that your employees appreciate that their efforts and dedication are appreciated.

2- Work-life balance

One of the main determining factors when accepting a job is that it allows the reconciliation of work and family life. Whenever circumstances permit, offer flexible working hours, telecommuting, etc.

3- Work environment

We are not naïve: we know that it is impossible to maintain a stable social climate all the time. What is possible, however, is to be aware of what is happening at a relational level in your team. Context is essential to understand conflicts and resolve them in time.

4- Opportunities for development and growth

Did you know that development opportunities are one of the biggest incentives for motivated employees to perform their duties? Having a goal of improvement or growth in the job position helps employees to commit and strive for the project.

5- Use of technologies that simplify bureaucracy

Nobody likes paperwork, admit it! Your staff doesn’t either, so whenever possible, simplify the paperwork and save them precious minutes.

6- Good pressure management

Prevention is better than cure, so always have a strategy in place to calm the waters when your team is under a lot of pressure. Otherwise, you may find yourself in over your head.

7- Defined chain of command

Sometimes staffing problems are not due to real conflicts but to misunderstandings in the hierarchy. To avoid this, design a well-defined organizational chart to which the entire team has access.

8- Thorough recruiting and selection

The right selection is the key to a good team; it is essential that Human Resources knows how to distinguish the candidates that best fit the culture of your company. Professionalism and attitude are nothing if the whole team is not rowing in the same direction.

9- Continuous training

There are several ways to achieve staff loyalty. One of the most effective and beneficial (because it’s a win-win situation) is to offer continuous training, bet on your staff and make them feel that they are advancing professionally.

10- Progressive adaptation

Don’t get frustrated if during the first few weeks a new recruit doesn’t meet 100% of expectations. Everyone needs a period of adjustment, a tug-of-war in which both parties give in until an optimal balance is reached.

Sometimes, not facing a problem at work does not make it less important, but it has the opposite effect: it becomes entrenched and more difficult to deal with. We recommend that you resolve this type of situation as soon as possible and in one go, just as you would rip off a band-aid.

12- Recognition and incentives

Don’t be afraid to reward or praise your employees when you are happy with their work. A pat on the back or an appreciative gesture sometimes means much more than we realize.

13- Internal promotion

When it comes time to advertise a job offer, remember that you have an experienced staff with years of experience in your company. It is a good time to offer internal promotions.

14- Accept feedback

Don’t just give orders and expect results; listen to your employees, their ideas and suggestions. Remember Warren Buffet’s quote: “hire the best and let them do what they know; if not, hire the cheapest and let them do what you tell them to do”.

15- Employer branding, trabaja en la imagen de la compañía

If your company’s image is not well defined, your team will not know how to reflect your culture and perspective in their roles. That’s why it’s important to be clear about your company culture and brand image.

16- Offer exclusive benefits

In this category we include all kinds of advantages: discounts on certain services, coupons in restaurants, access to exclusive applications, etc.

After this review of the 16 definitive strategies for talent retention, tell us, can you think of more measures? Remember that you can leave us more ideas in the comments.