By Amanda McGrory-Dixon
has grown in many industries, employers still have trouble filling specific roles. In light of this, the Society of Human Resource Management published “Hidden Drivers of Success: Leveraging Employee Insights for Strategic Advantage,” which offers three tips for retaining and recovering talent.
Understand your talent value proposition and follow through on it.
Implementing a talent value proposition helps employees and the employer come to an understanding of what’s expected. From an employee’s perspective, a talent value proposition outlines what employees can expect from the employer, such as flexibility and the type of working environment. Employees also can better understand what the employer expects, such as hours worked, creative output and adherence to corporate values. An employer can gain information on the talent value proposition by distributing surveys to employees
Develop a retention index that identifies hot units, roles and locations for high turnover.
With a retention index, which can be designed from surveys, employers can look for the causes of these high turnover areas. An employer also can conduct interviews or focus groups to better determine deep issues, how they occur and what can be done to reduce turnover.
Organize an alumni group on LinkedIn and other social media platforms.
This gives the employer a way to maintain contact with employees who have left, allowing for the possibility of future recovery. An employer also can use the alumni group to test new ideas. These groups should include people who understand the corporate culture and context and pose as an external voice of the market.
Originally published on BenefitsPro.com