Retaining the best people and building a true team with them is essential to the success of any organization and any leader throughout their career. Companies know that a good professional guarantees customer satisfaction, sales, the achievement of set goals and the recognition of the organization,” he says. Robert revoltresponsible for the development of the human resources company Nexian.

In addition, “professional rotation is not only very costly for companies, but also hurts the bottom line by causing more organizational work, loss of time spent on training and inducting the new employee into the company and, in many cases, the feeling of of uncertainty and provisionality in calm”.

It is estimated in the industry that replacing a skilled worker costs about a year’s salary. “Not to mention other factors, Revuelta adds, such as the rumor mill generated by the departure of professionals from a company, the contagion effect, the delay in reaching set targets, etc.”

That’s why Nexian created a Decalogue to prevent talent from fleeing the company, “to prevent the best people from starting to look to the side instead of looking ahead,” says Revuelta.

1. Make sure employees have a mission

“And know what is expected of them. This fact will not only avoid possible uncertainties, but will also provide a clear framework in which the degree of compliance by each of the parties can be easily seen.

2. Carry out quality monitoring

«It marks the way to quickly identify any deviations in effort and helps the specialist to achieve the goals set for his position. Also create promotion expectations and help him find new management and tasks that involve more responsibility.

3. Be fair in business

“It is important not to get caught up in situations that reveal unfair behavior as these are devastating to people’s trust in the company.”

4. The tools, time and training…

«You must be an ally between the company and the work team. Employees must have the necessary resources to carry out their work properly. Otherwise they are constantly tempted to look for someone who offers them the necessary tools for professional success».

5. Help them not to get stuck

“The best employees always want to learn and grow. The lack of opportunities, challenging assignments, lack of a professional development plan, or lack of working with people who can teach them more than they already know are problems that make the best professionals less interested in staying with a company.”

6. Make sure top management knows the best people

«One of the most common complaints when a good specialist leaves a company is the lack of recognition. It is important for management to find the time to meet with its best employees, learn about their skills and share their vision of the day-to-day work and the future of the company.”

7. Make your employees feel personally valued

“That means taking an interest in their private lives or problems, thanking them for a job well done, rewarding them financially, or acknowledging the results of their efforts. And, of course, reserve a private space to critique their work. These facts increase motivation and help to keep employees.”

8. Lead by example

«Leaving the office for no apparent reason and leaving all the work to the employees is not the best way to create a good work environment. Working side-by-side with your team, being at the bottom of the canyon and giving your best every day is an infallible way to make your team want to continue with you.”

9. Start the “emotional” content

“That’s the one that helps improve people’s quality of life. It facilitates measures to promote work-life balance, allows flexible working hours or telework, which contribute to greater work flexibility.

10. Include them in decisions

“It is clear that the final decision must be made by the respective division heads. However, involve the team in evaluating the actions to be taken.

And when it’s finally time to let one of the best go, “we never miss the opportunity to provoke an interview with him and find out the real reasons behind his departure. When employees leave, they can provide valuable information to retain remaining employees. Listen carefully because it’s one of the best sources for finding out what’s missing in your organization,” says Revuelta.

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