High-performing employees regularly contacted with job offers – study

by Brett Henebery26 Apr 2017
A High Performing Employee (HPE) is not only an asset to their organisation, but is seen as a prospective asset to competitors as well. Needless to say, retaining them should be a priority.
However, according to according to a new survey, the stakes are likely to be higher than many managers would like to acknowledge.

The survey, conducted by Formula Partners, found that 68% of HPEs are contacted about new job opportunities at least once a month, with 24% contacted every week.

The study involved than 3,000 respondents from industries like Software, IT, Hardware, Financial Services, Creative, Marketing, Automotive, Architecture and Manufacturing.

Louise Hope, head of organisation development & learning at the Opera House, told L&D Professional that research and experience shows how managers who don’t recognise the needs of their best learners can be left high and dry.

“People don’t leave organisations or jobs. They leave managers,” Hope said.

“Our leaders are the custodians of our culture. They drive the performance and development of their teams. If we get it right with them, we will have happy and engaged employees.”

Recognising the strengths of HPEs is another critical element to retaining them, according to recent research.

According to the Wellness in the Workplace survey, conducted by professional development company PDT, almost half of Australians who don’t believe their strengths are well used at their workplace are planning to head for the door.

To ensure this doesn’t happen, employee training expert, Julie Winkle Giulioni, says developing an action plan is another way to ensure you retain your best and brightest learners.
“Organisations, leaders and individuals invest heavily in training and development through traditional classroom-based workshops, e-learning, webinars, apps, mentoring, experiences, and more,” Giulioni said.

“But formal and informal learning efforts fall short of the full range of possible outcomes if we don’t metaphorically cross the finish line by bringing the learning to life. Action planning is what does this, bridging insights and intentions to results.”

Giulioni said managers can increase the odds that their employees will convert knowledge into action by setting them up for success.

“Always enable employees to debrief before they leave any training session. Ask questions like: ‘What will you do differently now that you know X?’ Host follow-up meetings with your team to see what progress they’re making,” she said.

“Simple things like these can have a significant impact.”


Related stories:
Why your learners might be about to jump ship
Three ways to retain your learners
If you want to enhance your learners, find their strengths
 

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