Retaining your best team members

Layoffs in the tech sector, and fears of a recession have slowed down people jumping jobs. Perhaps a temporary lull according to Joe Galvin, Vistage Chief Research Officer. But, retaining your best team members should always be a high priority. Want some best practices around retention?

Start with the Gallop’s Q12 Engagement survey. Here are matters to consider ranked by importance:

  • I know what is expected of me at work.
  • I have the materials and equipment I need to do my work right.
  • At work, I have the opportunity to do what I do best every day.
  • In the last seven days, I have received recognition or praise for doing good work.
  • My supervisor, or someone at work, seems to care about me as a person.
  • There is someone at work who encourages my development.
  • At work, my opinions seem to count.
  • The mission or purpose of my company makes me feel my job is important.
  • My associates or fellow employees are committed to doing quality work.
  • I have a best friend at work.
  • In the last six months, someone at work has talked to me about my progress.
  • This last year, I have had opportunities at work to learn and grow.

Do well at some or all of these and you will have a high performing workplace. For some small companies, the barriers to success are spreading people too thin across responsibilities they shine at plus some that, well, someone has to do it. Oh, and could you pick up this area because someone just left, and again, someone has to do it.

If you can’t get the most important first 3 right, work hard on caring and recognition. People want to know they matter to the organization.

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Photo with my EA Toni Chacon, Shannon Nienast and Paul Dye.