Retention Strategies: Keeping Superstars and Potential Superstars

As the saying in sales goes, “It’s easier to keep an existing customer than get a new one.” The same thought goes for high-performing employees. Keeping your superstars happy, engaged and focused just makes good business sense.  But this begs the question, “What can companies do to best develop and retain their top talent?”

While unemployment figures remain high, the US Bureau of Labor Statistics indicates that individuals with college and post-college degrees have lower rates of unemployment. If you couple that with the decreasing number of graduates in the science and technology fields, corporations are already beginning to face a shortage of skilled workers.

The days of retiring with a pocket watch after lifelong employment with one company are off in our rearview mirror. The average employee’s tenure with one employer continues to drop. Today, a U.S. worker will typically stay with a company for only four years. For an 18- to 25-year old, tenure drops to 1.8 years.

When searching for the silver bullet to quickly solve their retention problems, companies may overlook leadership development as a key component of their long-term people strategy. A well-planned training strategy implemented appropriately across an organization can provide substantial dividends to organizational effectiveness and retention of your key talent. With the pace of change and movement across organizations in today’s market, training can also provide important goal alignment and a common language and competencies among your leaders as they move across functions in an organization. Employees realize and appreciate when a company values their contributions enough to invest in their development and gives them the tools to succeed.

Whether providing training for those who are stepping into team leadership roles for the first time, to those who have emerged as your top leaders of tomorrow, leadership development can give participants the tools and confidence to excel in their new roles. And this enthusiasm is contagious. After years in front of groups as a training professional, I can’t tell you how many participants, even years later, share stories of how they’ve used skills they learned in the classroom to make their teams more effective.  And importantly, I often hear stories of those who work for those who have participated in leadership skills-building sessions and note how they can see the positive impact of the training experience.

At Accelerated Leadership Group we work closely with our client partners to understand their culture, values, goals and current way of developing leaders. Only after gaining this understanding can we suggest solutions to help clients use training and leadership development solutions to help them keep and develop talent to achieve their goals.

Please take a moment to review our site to learn about ALG solutions that might be right for you.

Laura Soscia

About Laura Soscia

Laura Soscia is a nationally recognized expert in leadership development and co-founder of ALG, the Accelerated Leadership Group. Her complete bio is here

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