One of the biggest challenges for a company has always been to find the best talent, and for them to commit themselves as the company wants. what is known as Loyalty o retention Talent management is a challenge, and the minimum number of mistakes should be made so as not to cause a chain of poor performance in the company. For example: higher turnover, low motivation, poor work environment, poor company image, etc.
Here we leave you some of the most common talent management mistakes so that you do not fall into them:
Long hiring processes.
The vast majority of talents who are looking for new job opportunities, and who are in the hiring process, the last thing they want is to wait. Long hiring processes, and hardly any news about it, will make the new talent look for other job offers.
Impatience is one of the main characteristics of talents in this type of process. What they are looking for are immediate answers and start working as soon as possible.
Fall into the thought that your employees are not going to leave.
It often happens that team managers, or senior officials, they believe their talents will never go away. Thinking that your company is the only place where they could work.
But the reality is different, because if your employees do not recognize their work, you do not value them, you do not create a loyalty strategy, even the most committed employee can leave.
That is why you should not forget your employees. You will have to work on their loyalty strategies. In addition to not trusting that you, as a company, are the only place where they can carry out their work.
Bad or lack of internal communication.
Oddly enough, many companies tend to ignore that in order to be successful, and above all, face the obstacles set by the business world and the market, they must know how to motivate their employees. In addition, it is necessary to know how to retain them, and teach them the corporative culture of the company so that they fully understand its values and philosophy, and begin to feel part of it. And that is where the internal communication It becomes a fundamental point in all the processes that we have named.
Remark on corporate messages, report at all times on the latest company news, establish a effective line of communication between the different positions and departments of the company are some of the objectives that are tried to be achieved with internal communication.
Having an bad management of this element creates a frustrated work environment, less productive and with higher absenteeism. which translates into an increase in the employee turnover, which leads to higher costs for the company and lower profits.
forget about feedback.
El feedback It is a very important element within the company, so that it is efficient. It is something that employees value a lot even when it is negative.
When the feedback is negative, it is essential that it be something constructive, without forgetting that we are all people and that we make mistakes. It must also be accompanied by solutions, so that together they can be able to solve the problems.
It is very important to know what the employees think. After all, they themselves are the ones who know themselves best, and knowing their feedback, we will be able to reach many more details that other types of measurements would not provide us.
poor job flexibility.
Currently, and more so since the Covid-19 pandemic, numerous companies have opted to allow a Labor flexibility, so that the worker himself optimizes the time according to his criteria. The Trust shown by the company in its teams, considerably increases their motivation, as well as their commitment and responsibility, creating a better work environment.
El International Institute of Political Science of Spain, conducted a study on companies that are committed to reconciling work and family and their impact on the business world. This study analyzed the measures carried out by companies in terms of work-life balance on a list led by Repsol, which is committed to flexible working hours, teleworking and with assistance benefits; followed by AGBAR and Vodafone, with longer maternity and paternal leave, and Mercadona, with nurseries in the workplace.
Lack of challenges.
What motivates all the talents, and especially the new young talent, is to experience new challenges and challenges in their work.
Growing up, improving their skills, developing new skills, are elements of great motivation for employees, which will create an effect of attraction towards the company.
You must offer whenever possible, opportunities for them to grow within the company, climbing positions and being able to improve their salary conditions.
