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How to attract, develop and keep your talent employees
answer that way, you will not be able to judge their personal capacity. So, make it
clear to your needs and remind candidates when they start digress. In case the
candidate can not fully describe the details of his personal achievements, you have
reason to suspect that their achievements are mentioned and they were the only
team to play a modest role in it.
3.1.3. Take interest candidates honestly
In the interview, you do not rush to "show off" the achievements your company
achieved or mention financial issues that take time to learn about the needs, goals
and aspirations of the member. Then you listen very attentively to their answers,
sometimes repeat their ideas in your own words to show that you understand
thoroughly what they say, or ask them a few questions to make clearly more
attention. These things may seem simple, but employers are not always respected
them. So, if you do that, your application will remember forever. The sincerity of
your interest will not only help you recruit talent but also retain them for later.
Create initial good relationship with the candidate
This thing would make it harder for employers: employee salaries and benefits
they provide as much as you can right from the first day. The aim is to reduce the
rate of quitting and retain talent. So if you lower initial wages down 15%, whether
he has enough savings to pay for the good if retained another company to pay them
higher wages? Certainly not. Make a good first impression and to know that your
employees have to pay them at the highest level you can be in their position. As
each individual advancement, their salaries are adjusted accordingly. Get to know
the value of each job and soon pay they deserve.
Building an ideal working environment
3.3.1. Building a mutual- respected working environment
The work environment includes both hard environment and soft environment.
Soft environment is the relationship between people in the business, including the
spirit of respect, trust and support each other to solve problems and to stick
together. In other words, to show the soft environment of mutual respect of all
members of an organization.
Hard environment includes facilities, offices, vehicles, furniture, equipment ...
this environment depends very much on the financial situation of enterprises.
Soft environment is more important than hard environment so much can not
solve all problems with money. That want to improve the financial situation of
enterprises have good soft environment. One of the main reasons that Vietnam
businesses often do not find the good or for the loss of the foreign business
environment software is not so good.
The applicants now want the opportunity to develop themselves and continue
to hone skills, abilities and experience. Invest heavily in training, staff
development and encouraging employees and the company will benefit from that.
For all who are involved in the training snack will help them improve their skills,
increase self-worth and self-esteem comforted them. Prove to your employees that
they have no reason to go to have the opportunity to grow and reproduce from
within the organization.
3.3.2. Grant the actual power to subordinates
The leader make sure to have the vision and the ability to identify
opportunities, ability to plan and implement. But one thing leaders can not ignore
is the awareness of the importance of looking for the good and the trustee of
certain powers so that they can work well. Once you have decided to entrust
responsibility for, the leader must trust them and let them do their job and not
"spying" or harass them.
3.3.3. Building the culture of the recognition
Responding the fair compensation and worthy of personnel capacity is
essential to retain talent but income is not all. Income includes wages, social
benefits, allowances, bonuses and profits. Income will affirm the value and
satisfaction and employee status. However, businesses do not have financial
conditions to implement the above, managers can fully retain talent by focusing on
the demand higher in Maslow's needs pyramid as demand recognized.
Giving managers responsible for finding out what employees can make
further progress. Giving rewards for outstanding manifestations, this gives people a
chance to shine as a good job. Some examples of employee recognition is: thank
you, employee of the month awards, certificates, ... positive recognition will help
create a work environment productive
Human-oriented and explicit management style.
Human- oriented management would like to help staff the ability to optimize the
management if the manager spend reward for employee’s creativity and their
willingness of daring to take risks (calculated). This management style focuses on
psychological staff, understanding their needs, considering the construction of a
staff development so that their needs consistent with the needs of the business.
Manage a transparent means to share leadership with the staff about development,
the actual situation as well as the challenges and opportunities facing businesses.
By communicating openly, the decision will now be the consensus and support of
staff. Employees need to understand the responsibilities, their rights and know that
your goals must be achieved along with the business. Enterprises must develop and
publish criteria for evaluating an obvious way to reassuring people develop
creativity without fear of war or repression. Promoting creativity of employees will
help businesses improve their competitiveness.
5. Developing capable leaders
5.1. Recruitment and Development focus on capable leaders
The leader should have the ability to excite and retain talent? The training and
development of leaders such as how to help them get this power? First, the
interaction between people is the most important factor in creating work inspired
the talented people and keep them organized. The leader must understand what can
motivate employees. Generally employees often appreciate honesty, openness,
honesty and integrity in the leaders. Research shows that, to be able to do a good
job of keeping talent, leaders need to be in power, leading qualities below:
Identify potential employees and develop the most capable staff in the
Helping employees overcome the limited capacity that they themselves or those
around myths, ie help them overcome psychological barriers "only my ability to
Set clear goals and honest feedback and objective for the staff.
Demonstrate passion for the job, enthusiasm for the relationship.
Develop a work environment promoting trust.
But in fact there are many leaders do not attract and retain talent even if they meet
the five elements. In this case, the cause may be that they were not fully aware of
the importance of this work, or it may be because the company has not made
sufficient efforts to develop, train leaders adjacent.
Talent is what businesses need. So, what makes the most financial concerns not
find a job, which is to find a business and an employer really wanted to help them
develop personal power and career peaked or No. In other words, talent is always
longing for the good bosses, who they can respect and trust. So, want to retain
good employees, then you must first retain the talent management.
5.2. Evaluate managers regularly
Please measure the number of retired employees through their managers, this is the
crux of the problem. The poor managers will delay efforts by employers to attract
and retain the best people. Once you have identified the problem of the manager,
please help them! Using the method of evaluation and assessment tools to find out
why the manager becomes that element off staff, then train them to help them
better leaders. Good management is the decisive factor for employee retention.
Thank you for your reading!