Whilst I was a sales director, I had a very simple strategy for my headcount. Keep the good ones, find new ones and lose the ones that are not right.
Today I thought it was worth discussing how we go about keeping our good people. How do we plan and execute on keeping our good people other than just paying them well. Below are just a few examples that took attrition from over 30% to under 10% and that 10% was mainy 2planned attrition”.
PAY WELL UP FRONT, NOT ON THEIR WAY OUT – In the first instance it is not just the amount to pay but paying market rate or more at the outset, not as a counter offer. Thos who are countered tend to leave in the end anyway.
COFFEE CLUB – meet on a one to one basis with your good ones, both the direct reports and even more importantly, meet with the good ones that report into your managers. That middle management layer is vital, it could be a fantastic source for keeping your people, but it could also be the biggest leakage you have if you are not careful.
PLAN THEIR DEVELOPMENT – if you know what is important to them, and it is possible, plan their future with them, even if it is a 2 year plan. A vision for them and their future could be the thing that keeps them under your structure.
MENTORING – As part of the strategy you could implement a mentoring program. I had one set up for me when I became sales director and it kept me on track and interested for longer than would otherwise have been possible.
In essence, these are just some ideas. The crux is to be aware, have a plan and make sure that you do not assume someone is happy just because they are earning plenty of money. Consider the softer factors. If you put yourself in their shoes, you really will get a plan of what to do.
Ice Recruitment, your partner in talent acquisition. Get in touch for all you recruitment needs.