How do you retain and engage the talent you hire in a competitive market?

Hiring for the future: Understand candidates’ next play. Evaluate candidates for their current role and also ask about their next play. This will help us identify right talent in alignment with the org’s long term goals. Build a workplace where they feel valued, supported, and inclusive. This means offering competitive compensation & benefits, investing in their growth & development, and recognizing & rewarding performance. TA is responsible for hiring and retaining top talent. We can do this by providing internal career opportunities - Create a “Company First Mindset” by standardizing internal mobility guidelines (eligibility criteria, process etc.) and enhancing transparency to foster & cultivate a growth mindset & drive business success.

In the words of Reed Hastings, co-founder of Netflix: "One outstanding employee gets more done and costs less than two employees.” To retain talent in a competitive market, you must understand the unique value top performers bring. To apply this in a practical hiring strategy, Netflix differentiated between operational and creative roles. For operational roles, they opted for average market salaries. However, for creative jobs, where the potential for impact is much higher, they chose to invest in fewer, but highly talented individuals. Netflix offered them salaries at the top of their personal market. This approach allowed them to have lean teams of exceptional performers.

In my experience. Understanding what is important to your employees is the first step to creating a benefits plan. Benchmarking works, but understanding the unique culture and needs of your employees is just as important. At my company, after some time of women employees speaking up about interest in reproductive benefits, the company moved to include fertility-specific care in the health plan at a small additional cost. This was important to this population so it was important to the company.

To Retain & engage the talent we hire we must follow up with the following : - Appreciate and recognize his Monthly Achievements. - Develop his area of Developments by providing Training and aligning with the Talent Management & Learning Development team at the company to provide Guidance and How the employee is being Developed. - To be keen to listen and learn from the disappointments of the employee and let him contribute in the area in which he needs to Develop. - Let him engage with his co-workers in other Departments to learn from others and Gain extra knowledge at his area of expertise and at the area he is looking forward to learn and in which he has curiosity in. - Following up with the employee with the trainings provided .

Always competitive compensation and benefits don't work to retain talent. Nice work culture and good behaviour can help people to stay in the company. Work culture, appreciation and recognition are the perks to retain clients.

Almost everybody in the industry believes in Pareto's principle that 80% results come from 20% of efforts. This also holds true for workforce meaning 20% of top talent (Committed & passionate) drive 80% of organizational success .If so why not think of a compensation philosophy of identifying those 20% and making them partners of the company so that each of them operates at 200% and have a meaningful association with the company .This will not only bring Entrepreneurial spirit but also build next generation of leaders . Imagine the operational efficiency of that organization .People will focus more on results as opposed to designations & grades .

Competitive Compensation: Ensure competitive salary and benefits. Professional Development: Invest in training and skill enhancement. Clear Career Paths: Provide transparent growth opportunities. Flexible Work Options: Offer remote work and flexible hours. Recognition and Rewards: Acknowledge and reward performance. Positive Culture: Foster a supportive and inclusive environment. Employee Well-being: Prioritize wellness and work-life balance. Regular Feedback: Conduct frequent performance reviews. Social Activities: Organize team-building events. Purpose Alignment: Communicate company mission and values. Inclusive Benefits: Provide diverse and inclusive benefits. Regularly check in with current employees.

Retaining talent these days is a bit like trying to hold onto a bunch of supercharged squirrels who've spotted a walnut festival. They've got boundless energy, they're super smart, and they can smell opportunity. And who can blame them? What's the strategy? Start by creating a workplace so warm and welcoming that even the most restless squirrel...err...employee would think twice before leaving. We're talking about rewarding work, opportunities for growth, and an atmosphere of mutual respect. (And COMPETITIVE SALARY) We add in a sprinkle of WFH flexibility and a large dash of recognition to show we value their time and contribution. And we keep an open dialogue to ensure their needs and ambitions are met. (INCLUDING A COMPETITIVE SALARY)

Recruited for 20 years and money is always going to be the biggest factor and consideration. Compensation isn't the only factor, it's essential to offer competitive pay and benefits to attract and retain top talent. Regularly review and adjust compensation packages to align with industry standards.

Start off with good practices off the bat such as sharing the salary range on the job description. Don't try to get valued labor at a cheap price. Pay people what they are worth and what the market rate is. This will also help with retention. And employees might even share their good experience on social.

Poor management is the top reason job seekers look for a new role, according to a FindWRK report. Employers who equip and empower managers with the resources they need to effectively support their team will reap the benefits of improved retention. To collect feedback, consider having the team submit a weekly google form to reflect on their motivations, what they accomplished this week, what they want to accomplish the following week, and how you can better support them.

Coaching is very important to retain employees. Teaching employees and giving them hands-on experience can help employees feel motivated and inclusive. If employees don't get a helping hand or supportive hand, they become demotivated and nothing interests them to stay in the office. Feedback too needs to be constructive with hand holding if the work role is difficult for employees to understand .

Support employees' growth by offering training, workshops, mentorship programs, and opportunities for skill enhancement. When employees see a clear path for advancement, they're more likely to stay and engage.

Feedback is USELESS unless it combines two attributes: -Practical: It utilizes real examples from the past. This approach is proven to be the only way humans truly internalize concepts. -Positive: It focuses on potential improvements rather than dwelling on problems or errors.

Your goal is to help. For this, you need BOTH feedback and coaching. Feedback without coaching= Not helping. Feedback without coaching = Not enough growth. Feedback+ Coaching= GROWTH and people engaged.

My Coaching Mantra: 📌 Open dialogue 📌 Celebrate small wins 📌 Challenge with respect 📌 Connect goals to passions In my experience, effective coaching isn't a one-size-fits-all lecture. It's a personalized journey where I ignite curiosity, not just provide answers. I believe in setting clear goals, but leaving room for creative exploration. Instead of simply pointing out mistakes, I ask questions that spark critical thinking and self-reflection. One key moment? Coaching a new team member who felt overwhelmed. By actively listening to their concerns and tailoring tasks to their strengths, we transformed their anxiety into motivating challenges.

Whether you believe it or not, employees do want feedback and coaching. But the issues often arise in the approach to how this is given. It should be constructive and offer an environment that welcomes feedback in both ways.

Executive and Leadership Coaching is a great way to retain and engage your management team and those looking for career progression. It works both way, the company gets the benefit of strong leaders and employees get the chance to build on their leadership and communication skills, empowering them to reach for promotions and take their career to the next level.

It's easy to think you're being kind by holding back on constructive feedback, but saying what needs to be said (in the right way!) is often the most helpful thing you can do for the talent in your business.

Allowing for feedback and coaching to be one-on-one with each employee is key. I always met with employees weekly for a quick 5 minutes at their desks or someone on a walk to learn about their challenges and opportunities. I also wanted their feedback on how we can get better. All of this will help the employee feel wanted and part of the team, it will also help a company catch any challenges before they hit.

Salesforce is known for its strong commitment to equality and inclusion. The company actively promotes diversity in its workforce and has implemented various initiatives to ensure equal opportunities for all employees. Salesforce has employee resource groups (ERGs) that provide support and resources to underrepresented groups, such as Black, Hispanic/Latinx, LGBTQ+, and women employees. The company also holds regular diversity and inclusion events and offers training programs to foster a culture of belonging and acceptance. Source: Salesforce - "Diversity & Inclusion at Salesforce"

Being proud of the brand is an understated but important aspect for employees to stay longer the organization. Successful organizations use both positive culture & organizational values, to inspire & motivate employees. These motivated employees see the organizational brand as their own and go above & beyond to make it successful. For Example, Tata brand is synonymous for trust in India. This image has helped the companies under Tata brand to retain employees despite competitive talent markets for decades

Create a positive and inclusive work environment where employees feel valued, respected, and connected. Encourage open communication, collaboration, and teamwork.

This is by far the most difficult work. You can say a lot of words, create many events, and donate a lot of money. But the critical variable is employees, and most importantly, managers' behavior. Hard truth: After establishing corporate values, penalizing bad behaviors at ALL LEVELS is the place to start. Do this, and people will start living the culture you want to build.

It's really underrated especially in remote working arrangements- but seeing talents as human beings rather than human doings is such a key starting point. Just because they are not warm bodies in the office and may not hang out with you physically during lunch or after work should not mean taking any less interest in their lives or being concerned/empathetic for the same struggles, challenges, hopes and dreams that these folk surely have. Value people for being people and see remote work or remote hiring with the same lens as hiring in-person team members. You'll be surprised (on the upside) on how the gap in productivity, if any, is closed when people feel valued, looked out for and treated fairly.

We've moved past the era of 'Don't bring your problems to work.' Today, a company is a microcosm of society, and if it doesn't reflect that, talent will exit faster than you can say 'inclusion.'

Retaining and engaging talent goes beyond perks; it's about fostering a culture where employees feel valued and integral to the company's mission. Empowerment and trust are key—employees should have autonomy to tackle challenges creatively, enhancing job satisfaction. Flexible work arrangements demonstrate respect for personal life and work styles, boosting loyalty. Inclusivity is non-negotiable; a culture that listens and responds to its employees' voices is a culture that thrives. Finally, it's essential to have clarity on the company's vision and an individual's role in it. People thrive when they see the impact of their work and understand the 'why.' Engaged employees who see their impact are the ones who stay and drive success.

Building a good work culture is important to keep great people in your team. This means being respectful, sharing clear goals, talking openly, celebrating wins, encouraging new ideas, and facing challenges together. It’s about making a place where people like to work and feel they can grow.

Nothing has a more positive ROI than CREATING A GREAT CULTURE.. but nothing is more difficult. The only way to achieve this is by aligning three crucial elements: 1. Actions: What you do and, especially, what you don't do. 2. Words: Words create culture. Choose carefully how you conceptualize scenarios, relationships, and evaluations. 3. Recognitions: Reward good behaviors and discourage the bad ones. When these elements are aligned, you build a thriving culture. When they are not, you create chaos.

In the startup environment, fostering a positive culture and upholding strong values is pivotal for the company's growth trajectory. The actions of leaders can significantly shape the work atmosphere, steering it toward either toxicity or positivity. As a manager, it is not only about overseeing tasks but also about setting a positive example, facilitating the growth of the team. Even when faced with challenging situations, it is essential to disapprove of the circumstance rather than harboring negativity towards individuals. Embracing a culture that values learning from mistakes and using them as stepping stones is vital, contributing to the continuous evolution and prosperity of the startup culture.

I experienced the importance of work-life balance firsthand in 2006 when my father was diagnosed with terminal cancer. At the time, I worked for KPMG, a company that demonstrated exceptional support and flexibility. I asked if I could work remotely from my parents' home for two weeks each month, and they agreed without hesitation. This arrangement allowed me to fulfill my job responsibilities while being there for my family during a critical period. Ten months later, my dad passed away. The hero in this story was my employer for gifting me that invaluable time. Giving trusted employees the flexibility to handle what's going on behind the scenes boosts their well-being, loyalty, and productivity.

• Supporting work-life balance and flexibility is crucial for retaining and engaging talented employees. • Respecting personal and professional needs fosters a positive work environment. • Offering flexible working hours allows employees to manage their schedules effectively. • Remote work options provide convenience and help employees achieve a better work-life integration. • Providing paid time off promotes employee well-being and helps prevent burnout. • Avoiding overloading and micromanaging empowers employees and boosts their productivity. • Trusting employees to deliver quality work enhances morale and job satisfaction. • Supporting work-life balance and flexibility demonstrates a commitment to employee happiness and overall success.

As a Gen Z worker, a flexible work schedule is everything. We started our jobs virtually, and we may never have know what an in-person setting is like. If possible, offer flexibility, and more talent will be attracted and retained at your company. And yes, we can be productive while WFH.

Candidates today are keen on benefits which help them maintain a work life balance. Benefits like additional time off, 4 day work week, day care facilities, gym memberships etc help employees balance work & personal time. These benefits have seen to be a hit among employees & candidates For example, organizations which have piloted 4 day work week, have seen higher productivity, employee satisfaction, employee retention & become a talent destination for talents.

In the current market, flexibility outweighs pay in most cases. Employers need to understand that 9-5 is dead and professionals are demanding flexibility for family and personal life matters. People now want to be able to get their work done on their own time with minimal management involvement. Employees want to be able to work and also go see their children's play at school. If you are not flexible you will not keep your talent no matter how much you pay.

We are not in the '90s. Life-work balance is not a checklist. Every person has a different definition of work-life balance. So, supporting work-life balance starts with this magical action: ASK them what balance means for them. Then, make every manager design a one-on-one work-life balance plan.

Promote work-life balance by offering flexible work arrangements, remote work options, and supportive policies that allow employees to manage their personal and professional responsibilities.

The best moment to avoid burn out and bad work life balance is BEFORE hiring. -Before hiring a micromanager, don't hire them. -Before hiring people who are not passionate about their work and will suffer a lot, don't' hire them.

At my company, flexibility is no longer a perk; it's an expectation. I've realized that burnout is the real 'B-word' we need to avoid. Empower your people to own their time, and they'll own their work in return.

Ensuring work-life balance and flexibility is key to retaining and engaging our talent. We do our very best to respect employees' needs by offering flexible schedules, remote work options, and ample paid leave. This helps them balance work and personal demands. It's also important to avoid excessive workloads, resist micromanaging, and reduce unnecessary interruptions wherever possible. By trusting our team to deliver excellent work within these flexible parameters, we create a supportive and productive environment that boosts job satisfaction and loyalty.

Absolutely well said engaging talent in decision making and problem solving makes them feel more inclusive in terms of work. I totally agree with the same,

"The secret of my success is that we have gone to exceptional lengths to hire the best people in the world." - Steve Jobs If you have hired the best talent, you need to provide them with the ability to make decision and problem solve, otherwise why hire them if you will still make the decision for them? By empowering employees to make decision, they will feel important and it's motivating to them. Once you have seen how capable they are, these employees need to be recognized for their contributions and achievements. This is an example of intrinsic motivation.

It's is much deeper than this. Freud said, 'At the bottom of each person's soul, there is an unsatisfied deep need, which is to feel important.' Whoever does this has people with them. Whoever doesn't, walks alone on the path. Do your practices make your employees feel important?

Involvement in decision making and problem solving depends on the culture and the problem solving ability of the talent. Company May be cautious and willing to take such steps. Also be cautious as to who to rely on just to make sure that retention and engagement is to be done!

It doesn't make sense to hire smart people and tell them what to do. You hire smart people so they can tell you what to do. The way of saying someone "you are valuable" is letting them DECIDE.

In my perspective, individuals appreciate being acknowledged and having the chance to transform their ideas into reality. When we engage our employees by involving them in addressing challenges or enhancing processes, they perceive their value to the company, fostering talent engagement.

Involving talent in decision-making is a game changer. It not only fosters a sense of ownership but also drives innovation. When employees feel empowered to contribute, they are more engaged and motivated to achieve results. This collaborative approach creates a culture where ideas flourish and everyone feels valued. As we navigate the competitive hiring landscape, companies that prioritize this level of involvement will not only retain top talent but also cultivate a dynamic environment that attracts the best.

Involving employees in decision-making and problem-solving boosts engagement and retention. By granting autonomy and responsibility, we foster a sense of ownership. Empowering staff to make decisions and embrace challenges builds trust. Effective delegation, along with providing support and resources, is crucial. Seeking their input on key issues and valuing their feedback creates a collaborative atmosphere. Recognizing and celebrating their contributions further enhances motivation. This strategy not only boosts morale but also drives innovation and commitment, ensuring a motivated and dedicated team.

Clearly communicate the company's mission, vision, and values to help employees connect their work to a larger purpose. When employees feel their work is meaningful, they are more engaged.

If you don't make everyone feel included, good people will leave. It's hard to get the best people to join your company, so you have to really try hard. Being kind and understanding is better than just having pizza parties and calling each other 'family'.

Communication is key in any relationship and that includes working relationships. Allow time for regular check-ins with your team. Organize coffee and donuts in the morning from time so that the team(s) can gather and talk amongst each other. Host Town Halls where the entire company hears the direction of the company and the vision for the coming year. Celebrate wins (both of the company and individuals on your team). Having an inclusive environment is key to creating connections. People often stay at a company for the connections they have built, over the work that they do.

Onboarding, often the initial touchpoint for new employees. This ensure that new employees feel valued and aligned with the team. Involves proper introductions to colleagues, comprehensive training, and effective communication. These actions collectively leave a positive impression, boost motivation, and prepare employees to face new challenges every day. In addition to competitive incentives, fostering a learning and growth-oriented environment is essential for employee retention. Expressing appreciation, demonstrating value, and showing respect are key factors in retaining talented individuals.

Plan time for people to get to know each other. How can people work together at their best if they do not even know each other, build confidence and trust, show vulnerability (for the most advanced), understand their skills and how they can team up. Organize workshops where each of your employees can share their representations which will help the teams to understand better each of their members. Such initiatives will help people understand each other and build on a common base where everyone speaks the same language and shares the same objectives. At the end of the day, starting implementing this process will help people work quicker, better and improve performance which will bring value to both people and organization.

Consider implementing initiatives that promote diversity, equity, and inclusion (DEI). Ensure that all employees feel valued and respected regardless of their background, identity, or perspective. Encourage open dialogue and actively listen to diverse viewpoints to foster understanding and empathy among team members. Implement training programs and workshops on topics such as unconscious bias and cultural competence to promote awareness and sensitivity.

In today's competitive market, retaining and engaging employees is critical to any organization's long-term success. In my experience, the ideal techniques might be 1. Attractive Compensation and Benefits. 2. Opportunities for career advancement and advancement in your career. 3. Develop a positive workplace culture. 4. Recognition and Reward 5. Work-life balance 6. Nurture a sense of purpose and alignment with the company values. 7. Encourage teamwork through social activities, off-site events, and volunteer opportunities. 8. Collecting Feedback and Continuous Improvement Organizations could boost employee retention and engagement, even in a competitive recruiting environment where talent is highly sought after.

Siempre es más difícil irse de un lugar donde tienes buenas relaciones, amigos y buen ambiente. Desde luego la retribución y las perspectivas tienen que acompañar pero el sentido de pertenencia a una comunidad, a un grupo, es fundamental.

If your company can't afford to lose the talent you have, the best thing you can do is open lines of communication with your employees and really listen to their feedback. Make "stay" interviews a common practice and ask questions like "How can we best support your professional growth and career development within the company?", "How do you feel your work contributes to the company's goals and mission?" and "What factors, if any, might make you consider seeking opportunities outside the company?".

▶Make yourself available. Workers are assets & investments. Open the floor to questions always. ▶Diversify your trainers. Allow the trainee to have the most complete process possible. ▶Ask them when they are ready for next steps. Don't promote a sink or swim mentality. ▶ Encourage your new worker to share about what works and what doesn't during development. ▶ Don't overwhelm the worker, when volume of training can be intimidating: Ask them how many hours they are comfortable learning per day. ▶ Stick to discussed evaluation periods and utilize them to encourage, and advise your new team members.

Retention and engagement strategies should be tailored to your company's unique culture and the preferences of your employees. Regularly assess the effectiveness of your initiatives and make adjustments based on feedback and changing circumstances to ensure a motivated and committed workforce.

During my tenure at Maqsad - we introduced 'Exit Interviews' for team members who were leaving or making a switch. These interviews provided valuable insights into employee motivations for leaving, allowing us to make targeted changes that improved team satisfaction & retention.

Transparency. Keep your teams in the loop about not just their performance but also how the company is doing. Share the highs, share the lows. When people feel trusted, they're more likely to stay. Retention is less about chains and more about roots. The deeper they run, the harder it is for someone to be uprooted.

Es importante que la persona tenga una idea clara de su plan de carreras dentro de la empresa. Para las nuevas generaciones es una de las partes más importantes a considerar cuando eligen una organización. Saber qué se espera de ellxs y que les espera dentro de la empresa a futuro les mantendrá motivadxs.

As a company is always important to ask your employees what they like and what we can improve. Sometimes you will be able to find new ideas coming from your employees that will help you to engage top talent. Listening to employees opinion is something we need to have always present.

Here are some key points to consider: Avoid Forced Participation: Forcing employees to participate in social activities can lead to dissatisfaction and the perception of being labeled as uncooperative. Recognize the Value of All Employees: It is essential to recognize and appreciate their contributions they way wish to recognized, which might be, not at all. Balance Social Activities: While fostering a sense of community is important, it should not come at the expense of making employees uncomfortable. Inclusivity means accommodating everyone, including those who prefer to remain uninvolved in social events. This approach can enhance job satisfaction and retain great talent and ensure a harmonious and productive workplace.