How do you attract and manage to retain human talent within a company? This is achieved when those who make up the organization, feel part of a team, have clear objectives, goals and have everything necessary to maximize their performance. Today, it is very difficult to find human talent who identifies, who marries, who makes a career in an organization, who are willing to go the extra mile, the corporate identity of employees has been weakened by an individual professional identity.
Attracting, developing and retaining human talent is the current paradigm in the business world. Very few companies are really working in these three branches, either to improve at best, or to implement effective strategies to find a balance.
Retaining talent is a very important issue in which organizations should put more effort and concern, as well as trying to solve and find the solution, if we consider the cost of high levels of job turnover in such a competitive world.
Retaining and recruiting talent go hand in hand. These two factors are the most important challenges facing the human capital area. They are like two sides of the same coin, and what has to be ensured is that talent does not go away.
The new policies and strategies of the Human Capital departments must consider that talent is changing, and it is necessary to offer them exciting job proposals that are challenging for them, as real career opportunities inspired by true leaders.
Many studies in the world indicate that the salary is important. This you do pay them a competitive economic salary according to the market, however you must also work with the emotional salary, this is the key, the combination of economic-emotional salary.
The emotional salary has to do with all the non-economic incentives, tangible or intangible benefits that the company offers to its collaborators looking for the emotional impact. His goal is to seek the happiness and commitment of his talent.
Some examples of emotional salary are: recognition, equity, security, life and health, teamwork, flexibility of schedules, training and professional development, remote jobs, etc. Seek to make the workplace a good place to work.
The number one leader is Google, he has spent 4 years heading the best company to work for. His philosophy is: “your office your second home” motivates more than 34 thousand employees, in a work environment that encourages creativity, experimentation and collaboration. The results are innovative ideas.
Success lies basically in talent, you need to have the best talent on the market and the most motivated collaborators possible, to be able to achieve all the objectives, and above all, maintain leadership.
Ask all the collaborators, what do they think can be done to make the best company to collaborate in? What do you think to achieve that? Identify personnel with high potential, who seek to promote it, recognize it, and value their talent.
What is most important is that each collaborator knows what they have to do, that they have the capacities and infrastructure to be able to do it, that they have a leader who guides them and carries them out with clear and challenging objectives and that they have motivation. to do their job.
These components have to be very well articulated with each other. This will allow companies to generate talents and really turn them into a competitive advantage, it is time for companies to start matching talents and strategizing to retain the best.
Author: Lic. Josué Parra Adam
