8 How to retain high-calibre staff

EMPLOYMENT

How to retain high-calibre staff. Headhunting.

High-performance designed to be very fast and powerful.

If speaking about high-performers-they are people with limitless energy and enthusiasm, they are full of ideas and get things done quickly and effectively. Such people can inspire others and push the company to greater heights.

It is easy to understand that a person who is experienced, qualified, have some references and contacts and connections will be more useful for the company than a beginner.

Of course high-calibre staff is very attractive to rival companies.

That is why such phenomenon as ‘headhunting’ exists. Headhunting is a process of searching for good staff and trying to persuade them to leave their jobs and go to work for another company. Actually there are even international executive searches like Heidrick and Struggles who identify and attract best candidates for a particular job. This fact proves that nowadays it is very easy to loose high-calibre staff and of course the financial impact of such people leaving is great and costs of expensive training, lost productivity and inspiration. However it is necessary to add that some high performers are in fact not stolen but lost, because organizations do not know how to keep them.

Sot the question is “how to retain such people in the company?”

The first thing that many people suppose to be the main motivator is money. It really matters but it is not the only thing that is important for high performers. Usually they tend to take for granted that they will get a good financial package.

Secondly, empowerment can be a motivating force. High performers must feel that he/she owns the project in a creative sense. Presidents of the companies should let him/her understand that they are believed and that they head their sphere.

Thirdly, the essential motivator is challenge of the job. High-calibre staff should not see that their organization is not likely to have any future because it has little or no real sense of where it is going.

Also it is very important to provide high performer a platform for self-development. They are likely to develop their skills so give them some freedom and offer some time for regeneration.

Besides all those motivators, do not forget that some individuals insist on a good administrative support as it is important for them to understand that their projects won’t be failed because of the weaknesses of some support areas.

And lastly, of course, remember to regard high performers as special. Show them that you are interested in them as people and that you respect them. But do not exaggerate in your efforts. Unfortunately some people are likely to reveal impudence when they feel that they are irreplaceable.