It has become cliché for organizations to declare that “people are our most important asset”, and many organizations strive to become an “employer of choice” for the most talented people in the workforce.  There can be little doubt that the quality of human resources employed by an organization is a competitive advantage enjoyed by successful organizations.  It is well understood that, in the coming years, employers will find it increasingly difficult to attract the people they need, at every level in the hierarchy, to sustain their growth and success.

Retention Strategies

Research in employee satisfaction has shown that people don’t leave their jobs …. they leave their boss!  Consequently, a strong and effective executive leadership team is critical to the success of any organization’s efforts to become an employer of choice, able to attract and retain the best people throughout the organization.  It is essential, therefore, that organizations pay attention to retaining the leadership talent they already possess. 

I can assist in the development of a comprehensive retention strategy that considers both monetary and non-monetary factors.  The key monetary factors to consider are base salary compensation, performance bonus (short-term incentive), profit sharing (long-term incentive) and equity participation.  The non-monetary factors typically include items such as job scope, professional development, participation in career path & succession planning, executive coaching, etc.