Employee Retention Strategies: The New-age Way to Attract & Retain Talent


Let me begin by quoting the infamous words of the CEO of Johnsonville Sausage, Ralph Stayer from the book, Flight of the Buffalo:

“I learned what I had to in order to succeed, but I never thought that learning was all that important. My willingness to do whatever it takes to succeed is what fueled Johnsonville’s growth. In 1980 I hit the wall. I realized that if I kept doing what I had always done, I was going to keep getting what I was getting. And I didn’t like what I was getting. I would never achieve my dream. I could see the rest of my business life being a never-ending stream of crises, problems, and dropped balls. We could keep growing and have decent profits, but it wasn’t the success I was looking for.”

Employee Retention StrategiesThe CEO observed how uninterested his employees were in their work. They followed the same mundane routine of coming to work and then back home without taking any ownership for their work. The business was thus becoming volatile and vulnerable. In a meeting with Lee Thayer, a communications professor, Ralph was told how it was imperative for him to encourage and motivate his employees to follow their passions and unleash their potential. How he should make the employees want to listen to him rather than him forcing them to do so. He realized what he needed was a higher level of employee engagement and satisfaction to achieve his organizational goals.

Organizations place a huge importance on making the most profit and generating maximum output from their business. Of course, anyone who runs a company knows that success can be achieved mostly by attracting, motivating and retaining top talent in the workplace. Well, “attracting and motivating” are definitely easy tasks but they’re still manageable with the advent of technology and incentive structures but “retaining” your best employees – that’s where all hell breaks loose. It maybe comparatively easier to bring in new people and give them motivating speeches (most are just happy to be there in the first place), but it’s a whole new story to keep your employees interested, engaged and enthusiastic towards their work.

So how do you go about employee retention, engagement and enthusiasm? Any guesses?

So, if you want to attract and retain top talent, take Gary Hamel’s word for it, “Breakthroughs come from questioning assumptions and smashing paradigms”.

Namrata is the marketing and content specialist at sumHR. Currently pursuing her MBA, she has a knack for writing with a tinge of humor. Part of her day is spent thinking what to write, and the rest of it, wondering what on earth has she written! (the end results are quite surprising though).

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  • S R Mustafa

    Interesting. Few addition from learning from my experience of leadership development. The major factor for leaving orgenisation is not any thing else but 90% employees leave orgenisation due to BEHAVIOURAL issue with their immediate Boss or the owner of the company. Therefore, it is important to understand that the style of leadership has to be changed ‘Nurture and lead’ and healthy relationship is the key for motivation to increase productivity.

    • Namrata

      Rightly said, Sir. It definitely is of utmost importance to create that rapport with your boss where you can work peacefully under the same roof and not feel isolated. Otherwise work becomes a nightmare and boss, the villain.

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