Keep Talent on Your Team
Source: ConvergenceCoaching, LLC Inspired Ideas
The following includes excerpts, reproduced with permission, from a blog entry by Tamera Loerzel.
According to data from the 2011 PCPS Top Talent Survey, 61 percent of your star performers are open to options beyond their current position. There are many actions you can take, however, to retain your star performers. Let's look at three ideas:
- Document your firm's definition of a star performer – If you were to tell me who your superstars are, you likely would tell me that they achieve their goals, possess excellent communication and people skills, follow through on what they say they're going to do, show initiative and ownership of their assignments, and demonstrate superior technical skills and quality in their work. Define and document the attributes that you look for in your rising stars.
- Set minimum expectations for all team members and don't tolerate bad behavior – When the expectations are fuzzy or unclear, or when poor performance or bad behaviors occur, they need to be addressed immediately and with straight talk. When we don't address performance issues, our superstars will distrust their leaders, resent their colleagues and look for a team that expects – and rewards – results.
- Motivate, challenge and reward your star performers – You need to understand what motivates each team member, what their goals are and how you can best reward them. You will be able to identify your rising stars and invest heavily in them and give up being frustrated with those who don't have the desire to rise right now while ensuring they are still fulfilled and challenged in their work.
Use these defined skills, experience, and behaviors to develop clear career paths so your rising stars know what's expected at each level.
For the complete article, read, “Will You Retain Your Star Performers?”
From Convergence Coaching, LLC Inspired Ideas, http://blog.convergencecoaching.com, February 23, 2011.