Retaining Your Top Performers Will Remain a Challenge This Year

Retaining Your Top Performers Will Remain a Challenge This Year The Squires Group

In 2022, retaining top performers is going to be a challenge for most employers. Since the pandemic, the landscape has changed dramatically. Along with pervasive skill gaps, labor shortages are making it harder for companies to access the talent they need.

Additionally, the shifting perception professionals have of employers will also play a role. Today’s employees have different expectations of companies. If an organization fails to measure up, their best and brightest soon head for greener pastures.

Fortunately, it is possible to boost retention, even in the existing climate. If you want to make sure that you can retain your top performers, here is a look at common reasons they may leave and how to correct the issues.

These are Four Direct Challenges To Keeping Great Employees

Subpar Compensation

One of the biggest reasons top performers leave a company is subpar compensation. While a lower-than-average salary is often the biggest motivator to seek out other opportunities, lackluster benefits can also be part of the equation. This is particularly true when it comes to healthcare and retirement plans, both of which are increasingly deemed vital by workers.

Often, this is the easiest kind of issue to correct. By reviewing salary averages in your area, competitor benefits packages, and similar information, you can determine if your organization falls short. Then, if you identify an issue, find a way to make your compensation more enticing.

Supervisor Issues

Top performers typically won’t tolerate a bad manager, mainly because they know they have options. A single poor supervisor can be incredibly damaging to retention, effectively chasing away your best and brightest.

If you want to correct this problem, a two-fold approach is best. First, you want to make sure that anyone who is hired or promoted into a supervisory role has the capabilities necessary to lead a team. Second, you want to develop a training program that helps build leadership skills, allowing you to set employees up for success.

Boredom

High-performing professionals do best when they consistently face healthy challenges. If their tasks become dull, engagement falls. In time, burnout usually occurs, often leading them to seek out opportunities elsewhere.

If you want to keep your top performers, engagement is critical. This goes beyond simply keeping them busy. Tedious tasks can quickly become frustrating, so you need to balance repetitive responsibilities with opportunities that push them to learn and grow. That way, they’ll feel excited about what the day holds.

Overtasked

Many companies lean heavily on their top performers. While giving a high-performing employee an extra task on occasion isn’t inherently problematic, if you constantly expect them to make up for the shortcomings of their team, issues will arise.

The top performer may begin to resent their coworkers and manager, especially if they’re being asked to do more than their fair share. If the issue continues, the odds that they’ll leave end up pretty high.

Ideally, managers need to talk to their top performers about their workload before assigning more tasks. Additionally, management needs to make sure that the division of responsibilities is equitable and, if an unbalance has to occur, that high-performing employees are fairly compensated for their extra efforts.

Are you searching for employees? The Squires Group can help you Find the Right Fit!

All of the issues above can potentially cost you your top performers. By addressing them, you’ll have an easier time with retention, increasing the odds that your company will thrive.

If you’d like to find out more, the staff at The Squires Group can help. Contact us today to request the talent you need!


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