"Don't wait for your superstars to start thinking about leaving before you start asking, "What can we do to keep you?" Start asking on their very first day of employment and keep asking. Does that mean you should do everything for everybody? No. Why would you want to? CommunicationIn your regular ongoing one-on-one dialogue with every person, you should be talking about not only what you need from each person, but also about what each person needs from you."
"Your direct reports need to know that you understand what they want and need, that you care, and that you are going to work with them on an ongoing basis to help them earn more of it. The key is not to give them false hope or make false promises. When employees express needs and wants that are totally unrealistic, Let them know that immediately to manage their expectations. Help them see what is realistic."
Start retention conversations with employees on their first day of employment and continue those conversations regularly. Ask employees what they need and want and discuss what the organization needs from them. Provide customized work conditions beyond salary, including small one-time accommodations and special schedules when appropriate. Communicate clearly and manage expectations by refusing to give false hope or make false promises. Grant reasonable accommodations as an act of kindness, but prevent ongoing abuse of flexibility. Focus retention efforts early on superstars and prioritize fairness, flexibility, and trust when negotiating accommodations.
Read at Psychology Today
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