In a tight economy, your top performers become more valuable, both to you and your competition. When a company is forced to replace an employee, it incurs direct and indirect expenses that can add up to anywhere from 30 to 200 percent of that employee’s annual wages.
Organizations cannot afford to lose high-performing employees, and in response, they are becoming more aware of the importance of employee retention.
Executive Briefing – Top Five Strategies for Hiring and Retaining Top Performing Employees
The success of your organization is directly affected by the people you employ. Having the right people with the right skills, in the right jobs can result in a significant competitive advantage.
How Can We Help?
Developing an effective employee retention strategy is the first step in ensuring that your business can respond to challenges, like preparing for an emerging talent crisis, cultivating the skill sets of your current workforce, and retaining talented employees by protecting them from competitors.
A key ingredient in employee retention is ensuring that employees are matched to their jobs in terms of their abilities, interests, and personalities. Profiles International provides tools to help you evaluate how a particular employee fits in their current position, and if there are other areas within your company that might be better suited to them.
To keep employees engaged, companies must provide effective leadership and ensure that the employee has a strong relationship with their manager. Our solutions help evaluate the employee-manager relationship to identify areas of potential conflict, and provide specific advice on how they can best work together.
At Profiles International, we help you develop an effective employee retention strategy that will identify the skill sets of your current workforce and ensure that each individual is suited for their job. With our solutions, you will learn about your employees’ feelings about their work environment, their plans and aspirations, occupational interests, and how to identify your top, middle, and bottom performers.