MinimizeTalentLoss

　　Businessesthatarefinallybeginningtoseesignsofrecoveryarenowfacinganewthreat—losingtheirmostvaluedemployeestoanewjob.Jobsatisfactiondatashowsthatemployeemoraleislowerthanithasbeenintwodecadesandthatnearly22percentofemployeesdonotexpecttobeattheirjobayearfromnow.Thisisatrendwe’veseentimeandtimeagain:Assoonasconsumerconfidencestartstorecover,quitratesbegintorise.

　　Thegoodnewsisthatemployeesmostlikelytoleavecanoftenbereliablyidentifiedbyacombinationoffactors.Thesecretisknowingwhichfactorsaremostimportantandhavingtherightplansinplacetostemthetidebeforeitstarts.Sowhatdoesittaketoavoidlosingyourbest,brightest,andmostvaluableemployeestoanew"recovery"job?Herearefouressentialstrategiesforstayingaheadoftherushoutyourdoor:

　　1.Targetthetalentpools.Bestrategicandrationalasyoumakeemployeeinvestments.Lookcloselytodeterminewhichtalentpoolsinthecompanyaretrulycriticaltofuturesuccess.Oftencompaniesdon’trealizethatthecriticaltalentpoolforfuturesuccessmaynotbeinthejobsthatarecriticalrightnow.

　　2.Workthedata.Measureandanalyzepotentialdriversofemployeeturnoverbothexternallyandinternally.Externally,companiesshouldlookatjobmarkets,functions,andmanagers.Internally,managersshouldreviewdataonemployeepersonality,education,experience,andpromotionhistory.

　　3."Embed"youremployees.Motivationandmoralearegood,butcompanieslookingtokeepemployeeslongtermneedtobefocusedonjob"embeddedness."Thatmeansconsidering:fit,howwellemployeesfitwiththeirwork,workplace,andcommunity;links,therichnessoftheirpersonalrelationshipswithco-workersandthedegreetowhichothersdependonthem;andsacrifice,thethingstheywouldneedtogiveupiftheylefttheirjob.

　　4.Identifygrowthopportunities.Surveyfindingsconsistentlyindicatethatprovidingsuperiorgrowthanddevelopmentopportunitiescanreduceturnover.Incorporatetraininganddevelopmentopportunitiesintothetotalrewardspackagethatisoffered.Besuretoexploredevelopmentatalllevelsandagegroups.Toooftencompaniesoverfocustheirdevelopmentandtrainingeffortsonnewemployeesandtheyoungerworkforce.

　　减少人才流失

　　企业是终于开始看到复苏的迹象正面临新的威胁,失去了最有价值的员工到一个新的工作.工作满意度的数据表明,员工士气低于它已在近二十年,而百分之22的员工不希望从现在到他们的工作是一年.这是我们已经看到了一次又一次的趋势：当消费者信心开始恢复,戒烟率开始上升.

　　好消息是,最有可能离开的员工往往是可靠的多种因素确定.这个秘密是知道哪些因素是最重要的地方之一,在扭转局面开始之前正确的计划.那么怎样才能避免失去你最好的,最亮,最有价值的员工到一个新的“恢复”工作?这里有四个保持领先出你的门冲基本战略：

　　1.目标的人才库.要有战略眼光,理性的,你使员工的投资.仔细观察才能确定哪些人才库中,该公司的真正未来的成功至关重要.公司经常没有意识到,未来成功的关键人才库,可能无法在作业,现在是至关重要的.

　　2.工作中的数据.测量和分析潜在的雇员流失司机外部和内部.在外部,企业应在就业市场上,功能和管理人员.在内部,管理者应检讨员工的个性,教育,经验和推广的历史数据.

　　3.“嵌入”你的员工.动机和士气都不错,但公司希望让员工长期需要在工作重点的“镶嵌”.这意味着考虑到：健康,多么好员工,他们的工作,工作场所和社区配合,联系,与同事的丰富性和他们的个人关系在何种程度上依赖于这些人,和牺牲的东西,他们将需要放弃如果他们离开他们的工作.

　　4.找出增长的机会.调查结果一致显示,提供超群的成长和发展机会,可以减少营业额.培训和发展机会纳入到总包提供的奖励.一定要探索在各级和年龄群体的发展.往往他们的发展和企业过度聚焦于新员工培训工作和年轻的员工队伍.