Talent retention: 8 keys to retaining talent in your company.

• The employee has not been able to handle the pressure of the job.
  
  
• Competitors have offered him a better salary
  
  
• The worker does not know what he wants
  
  
• The march is due to problems with the chain of command.
  
  
• The company believes it cannot measure employee loyalty because it does not have the tools to do so.

• Low productivity: a worker is not a robot and therefore his productivity may vary over time depending on his motivation.
  
  
• Questioning the company's objectives: if the employee does not feel aligned with the company's objectives, he/she is likely to leave the company.
  
  
• Lack of enthusiasm for their work: if an employee is not motivated by their projects, it could be because they are considering leaving the company.

8 keys to retaining talent in your company.

1. The first thing to bear in mind when selecting new employees is to look for people who share the organization's values. At the same time, take into account the personal talent available for the position to be filled, as well as their potential to take on new challenges.
   
   
2. Once you have a new employee in your company who shares the company's values and has potential, it is necessary to design, plan and foster a good working environment, as an employee's first days in the company will be key to his or her future development. Take note of their situation in the company and use this information to make the company a more comfortable place for both new and long-standing employees.
   
   
3. In turn, in order to maintain a good working environment within the company, it is necessary to establish work-life balance plans; this is the second of the determining factors that lead an employee to leave his or her job, after economic conditions.
   
   Therefore, paying attention to this criterion will give you a competitive advantage over your competitors. For example, for employees with children under 3 years old, the childcare voucher could be a good conciliation measure.
   
   
4. A key part of this process also has to do with the economic conditions and the possibilities for professional growth. On the one hand, the main reason for a person to leave a company is usually because of a better salary at a competitor, but the possibility of growth that employees have within the company also plays an important role in this decision.
   
   Although it is believed that good pay alone is enough to retain talent, money is not everything. Growth opportunities, a good working environment and the alignment of the interests of the company and the employee are key to making employees decide to stay.
   
   
5. Active listening with employees is one of the most useful forms of retention as it serves to channel the frustrations of employees so that they are listened to by their managers and by management, and therefore employees will feel listened to by their superiors.
   
   Setting up private spaces (employee bulletin boards, chats, etc.) so that employees can communicate permanently with their managers can be a good way of listening and maintaining effective internal communication between employee and manager. An asynchronous communication that allows an effective, open and flexible relationship.
   OpenHR's HR software enables private spaces for employees to communicate permanently with their managers.
   
   
6. Making a good onboarding process. The term "onboarding" literally means "boarding" in English. When we talk about this term in organisations we usually refer to the process through which members of the company start a new journey in an organisation.
   
   This means that not only do employees in a company adapt or learn the company's internal processes, but they are integrated into the company's culture within a common framework.
   
   In this sense, according to some studies it is estimated that a good employee induction process increases the chances of employees staying with the company by up to 58%. Focusing especially on the first day on the job, and offering the user a complete experience is fundamental to retaining and retaining the available talent.
   
   Determining what the new employee needs to know, offering certain information about the position, defining internal and external references, holding regular meetings, or consolidating the relationship between the coach/mentor and the new employee are some of the keys to successful onboarding.
   On the other hand, it is also important not to forget to cover the first day, especially without forgetting to follow up, or to build an action plan with milestones for key dates. But above all, we must always take into account the new employee's perspective and the help that technology can offer us.
   
   
7. Employee Experience Analytics. Analyze different KPIs and be clear about the objective that leads us to collect these data. Talent retention, engagement, sense of belonging, .... All these KPIs can be analyzed during the employee's journey throughout their working life in order to know the state of our employees.
   Although it may seem very complex, we can obtain even a single KPI with 2-3 touch points or points of contact with the employee.
   Of course, obtaining this data cannot be a static process that lasts only once, but must also be extended over time to see how it evolves and how the Employee Experience changes.
   
   Thanks to this data, we can establish an improvement plan and know if there is something we can correct.  It is important to have an Employer Branding strategy to reinforce your actions. Companies with identifiable values and a strong corporate culture have an advantage over their competitors.

Emotional pay for talent retention.

• Time flexibility.  

• Teleworking.

• Training and development.

• Social benefits.

• Acknowledgement.