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What do you do if your highly engaged employees are leaving in Global Talent Acquisition?

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In the realm of Global Talent Acquisition, the departure of highly engaged employees can be particularly unsettling. These individuals are often the lifeblood of an organization, driving innovation and setting the bar for productivity. When they begin to leave, it's essential to understand why and act swiftly to address underlying issues. It's a complex challenge that requires a multifaceted approach, from examining your company culture to re-evaluating your retention strategies. As you navigate this terrain, remember that your response will not only affect current staff turnover but will also set the precedent for future talent management within your global workforce.

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Zahyd S

HR Leader @ Dubizzle Labs | Driving Talent Growth
Shabnaja Parveen

Senior Product Hiring Specialist | Top Recruiting voice | Technical Recruiting
Brian Miller

1 Assess Reasons

Understanding why your top talent is leaving is the first step in addressing the issue. Engage with departing employees through exit interviews to uncover any patterns or common grievances. This feedback is invaluable; it provides insight into potential areas of improvement within your organization. You might discover that reasons for their departure extend beyond what's happening internally—perhaps they're seeking opportunities for growth that aren't available within your current structure, or they're looking for new challenges that your market doesn't offer.

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Zahyd S

HR Leader @ Dubizzle Labs | Driving Talent Growth
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It's crucial to address this issue promptly to prevent further attrition and maintain organizational momentum. Start by conducting exit interviews and surveys to understand the reasons behind their departure, focusing on factors such as career development opportunities, work-life balance, compensation, and company culture. Utilize this feedback to identify areas for improvement and implement targeted retention strategies.Enhance communication channels to ensure employees feel valued and heard, fostering a sense of belonging and connection to the organization. Conduct regular pulse surveys to gauge employee satisfaction and address any emerging concerns proactively.

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Shabnaja Parveen

Senior Product Hiring Specialist | Top Recruiting voice | Technical Recruiting
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When highly engaged employees leave in Global Talent Acquisition, start by finding out why they're leaving. Check the workplace environment through a culture audit. Make a plan to keep employees, focusing on career growth, work-life balance, and good leadership. Improve communication so employees feel valued. Build a strong talent pool for future needs. Show employees the benefits of working with the organization. Lastly, set up ways for feedback and recognition to encourage improvement and appreciation.

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Brian Miller
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Assessing the reasons behind top talent leaving is crucial for addressing retention issues. Conducting exit interviews allows for valuable insights into patterns or grievances. This feedback highlights areas for organizational improvement. Reasons for departure may extend beyond internal factors, such as limited growth opportunities or market challenges. Understanding these factors enables proactive measures to retain talent effectively.

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Adam Tirta 曾庆红

Country Director @ Elitez Indonesia | Executive Search | Headhunter | 49k+ followers | Your Strategic Regional HR Partner
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Improve Employee Engagement: Implement strategies to improve employee engagement and satisfaction, such as regular feedback sessions, recognition programs, and opportunities for professional development. Offer Competitive Benefits: Ensure that your organization offers competitive benefits and compensation packages to attract and retain top talent. Promote Work-Life Balance: Encourage a healthy work-life balance by promoting flexible work arrangements, promoting wellness programs, and providing resources for managing stress.

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Faysal Durrani - People I Culture I Specialist

Empowering People to Change Their Lives !
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If highly engaged employees are leaving in Global Talent Acquisition, conduct exit interviews to understand their reasons for departure. Analyze feedback to identify underlying issues such as lack of career growth or dissatisfaction with compensation. Implement strategies to address these concerns, such as offering advancement opportunities, competitive salaries, or additional benefits. Enhance the employee experience by fostering a supportive culture and providing opportunities for skill development and recognition. Continuously monitor engagement levels and adjust retention efforts accordingly to mitigate further attrition.

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2 Culture Audit

Evaluating your company culture is crucial when you notice a trend of departing engaged employees. A positive and inclusive work environment is often a key factor in employee retention. If your culture is not aligning with the values and expectations of your employees, especially on a global scale, it could be driving them away. Take the time to review your company's mission, work environment, and the way in which you celebrate diversity and inclusion. Ensure that these elements are not only stated but also actively practiced within every level of the organization.

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Brian Miller
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Conducting a culture audit is essential when faced with a pattern of engaged employees leaving. A positive, inclusive culture significantly impacts retention. Assess if your company's values align with employees' expectations, especially globally. Review your mission, work environment, and diversity practices. Ensure alignment between stated values and actual implementation at all organizational levels. This fosters a culture where employees feel valued and supported, enhancing retention efforts.

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3 Retention Strategy

Revamping your retention strategies is imperative when faced with the loss of engaged employees. Consider implementing career development programs, mentorship opportunities, and pathways for advancement that are clear and accessible. These initiatives can increase job satisfaction and provide employees with a sense of progress and future within the company. Additionally, look at the compensation packages and benefits you offer; they should be competitive and reflective of the high value you place on your employees' contributions.

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4 Communication Channels

Open and effective communication channels are the backbone of any successful organization. Ensure that your employees feel heard and that their feedback is valued and acted upon. Regular check-ins, surveys, and forums for open dialogue can foster a sense of community and belonging. This is especially important in a global context where distance can create a disconnect between different parts of the organization. Make sure that communication is not just top-down but allows for a two-way exchange of ideas and concerns.

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5 Talent Pipeline

To mitigate the impact of losing highly engaged employees, it's essential to maintain a robust talent pipeline. This involves proactive recruitment strategies that not only fill immediate vacancies but also build a reserve of qualified candidates who can bring fresh perspectives to your organization. Networking, building relationships with educational institutions, and leveraging social media can all play a part in creating a diverse and talented pool from which to draw when positions open up.

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6 Employee Value

Finally, it's important to consistently communicate the value you place on your employees. Recognition programs, performance incentives, and regular appreciation can go a long way in making employees feel valued and less likely to leave. In a global context, tailor these programs to be culturally relevant and sensitive to the different markets in which you operate. Showing genuine appreciation for the work your employees do can foster loyalty and encourage them to stay and grow with your organization.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your highly engaged employees are leaving in Global Talent Acquisition?

1

2

3

4

5

6

7

1 Assess Reasons

2 Culture Audit

3 Retention Strategy

4 Communication Channels

5 Talent Pipeline

6 Employee Value

7 Here’s what else to consider

Global Talent Acquisition

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What do you do if your highly engaged employees are leaving in Global Talent Acquisition?

1

2

3

4

5

6

7

1 Assess Reasons

2 Culture Audit

3 Retention Strategy

4 Communication Channels

5 Talent Pipeline

6 Employee Value

7 Here’s what else to consider

Global Talent Acquisition

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