BCjobs Blog

Top performers. They are most often the true indicator of a company’s culture and are part of the integral root system of a company’s success. They are the first to speak up and also the first to pursue feedback. What they will not do is sit idle.

In order to stay afloat, a compulsory effect of the recession for many companies has been a concentrated and immediate focus on the bottom line. As a result, employers and their employees have felt the inevitable strain of extensive layoffs, chaotic restructurings, and difficult cuts and freezes in pay and benefits.

For organizations and employees everywhere, it’s been an undoubtedly difficult year. An uncertain economy. Record-high unemployment numbers. Increased workload and stress. The toll on personal relationships and finances.

Employers may have a common resolution in mind as the new year approaches: keeping top performers on board. As we begin to come out of a difficult recession, many companies recognize that their most valued employees will be presented with other opportunities.

More people consciously choose to move from job to job – acquiring new skills, working the hours that suit them and shying away from long-term commitments. How times have changed.

Employee retention programs offer organizations several strategies for reducing turnover. Since people are the only assets that can literally get up and walk out the door, employee retention programs can be vital in a tight job market.

Employee retention ideas can help you cut your human resources costs. When top performers start jumping ship, it’s most often for professional, not personal, reasons.

Employee success is largely affected by two things: Personal factors and environmental factors. Personal factors include the appropriate skills to perform a job combined with the motivation to utilize those skill-sets effectively. Environmental factors include manager fit and cultural fit.

You want your company to be seen as an “employer of choice” so you can attract and retain great staff regardless of economic conditions, but with all the news about the economic downturn, you’re wondering whether you have any alternatives to staff layoffs.

In times of skill shortages, employees need more than an impressive pay deal,
prestigious job title and package of perks to stay interested in their current
position for a reasonable length of time. People are also working longer. With
long work hours, their decision is often not whether they are fulfilled in their job
but how motivated they feel. Much of this depends on how they relate to you –
the boss. Do you captivate and motivate?