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9 Reasons Why Good Talent Stays in the Organization

9 Reasons Why Good Talent Stays


To help you with keeping talent, we asked CEOs and partners this question for their best recommendations. From helping employees feel productive to supporting retention, there are several tips that may help you with keeping talent in the future.


Here are 9 recommendations for getting good talent to stay:

  • Help Employees Feel Productive
  • Recognize Good Work
  • Bring In the Community
  • Keep Employees Engaged
  • Trust Your Team
  • Work Under Great Leaders
  • Give Them Autonomy
  • Make Them Realize They are Valued
  • Support Retention


Help Employees Feel Productive

One of the top reasons why top talent stays at an organization is that these employees feel like they are significantly contributing to the company. Employees feel more confident when they see their efforts lead to success, and they will likely want to stay in this situation. If they are just working but not receiving recognition or positive results from their hard work, this could make them feel dissatisfied and tempted to look for a new job elsewhere.

Nick Shackelford, Structured Agency


Recognize Good Work

Employees want to be recognized for the good work they do. Adopting an employee recognition tool or program helps ensure that your team knows they are valued. These can be free or paid, but the most important part is that you adopt and use it, so that recognition becomes part of your company culture.

Ed Stevens, Preciate


Bring In the Community

When employees give their best at the workplace, they expect their hard work to create an impact beyond the organizational framework. This is where the commitments that a brand pledges toward community engagement make a difference. These programs enable an employee to comprehend that every effort they make at the company has an effect that surpasses the usual references to numbers and profits.

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And since hardworking and extraordinarily committed employees often cultivate a sense of belonging to the community, a company that invests in community engagement will always seem like home to them.

Azmaira Maker, Ph.D., Aspiring Families


Keep Employees Engaged

The adrenaline rush that comes with creating an impact and being recognized for it is often more than enough for talented workers to keep delivering their best to an organization. And in line with this way of working, there are two key demands of such employees that the company will always have to fulfill.

The first is creating enough opportunities and challenges for the employee to take on from time to time. And the second is providing enough recognition and rewards to do justice to the extra effort these employees put in. Deliver these, and you will always manage to provide enough reason for a talented employee to stay.

Kris Harris, Nootka Saunas


Trust Your Team

Trusting your employees to get the job done is the number one driver of whether they stay with you or not. Having owned and operated several businesses that had 10+ employees, I can say with certainty that micromanaging people to get tasks done might work in the short term, but ultimately it will cause issues in the business.

Trusting your employees can mean letting them work from wherever they want as long as they get the job done. It means letting them go run some life errands during the day without making them feel bad about it. Trust is the best way to gain the respect of your team, and at the end of the day, trust drives the success of the overall business.

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Alex Carroll, Caliber Games


Work Under Great Leaders

An exceptional leadership team is crucial for good talent to stay at a company. Management can significantly affect employee satisfaction, retention, and performance in the workplace, especially when they are the direct supervisor. Executives and managers should act as the role models of their organization and cultivate a work environment that promotes trust, open communication, and teamwork. Working under poor leadership can hinder the employee’s professional growth while increasing the likelihood of them feeling unhappy and unappreciated at the company.

Benjamin Farber, Bristol Associates, Inc.


Give Them Autonomy

I think it is important to give team members autonomy so they can find their purpose within the organization. Everyone wants the chance to make an impact and add value, so I try to create an environment where they can focus on what they do best and what they enjoy the most. They remain motivated because they’re doing what they love while contributing to the organization’s success.

Mona Akhavi, VRAI


Make Them Realize They are Valued

The most talented employees are usually aware of their skills and contributions and will expect to be valued for their caliber. When companies fail to express their appreciation or believe in methods like negative reinforcement, it can surely backfire. This is why it’s best to recognize top-tier employees right off the bat and show them the appreciation they deserve through incentives, bonuses, and any other personalized benefits.

Marc Roca, 4WD Life


Support Retention

With the Great Resignation in full swing, a basic compensation offer is rarely cutting it. Many HR teams are scrambling to find additional ways and incentives to entice and keep new hires happy. But bonuses can be an often-overlooked element of compensation that can do a lot for employee retention. This can include annual/biannual bonuses, referral bonuses, or profit-sharing.

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Nir Leibovich, GoCo


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