http://www.cfodailynews.com/no-raises-no-problem-3-ways-to-keep-valued-staffers-from-walking-out-the-door/ No-nonsense Finance news and insights to grow your bottom line Thu, 11 Mar 2010 07:08:36 +0000 http://wordpress.org/?v=abc hourly 1 http://www.cfodailynews.com/no-raises-no-problem-3-ways-to-keep-valued-staffers-from-walking-out-the-door/comment-page-1/#comment-15949 HRMorning.com » Blog Archive » Let’s say the recession ends: Let’s say your top performers leave Mon, 24 Aug 2009 11:02:34 +0000 http://www.cfodailynews.com/?p=2442#comment-15949 [...] addition, here are proven ways to retain top performers on the cheap. AKPC_IDS += [...] [...] addition, here are proven ways to retain top performers on the cheap. AKPC_IDS += [...]

]]> http://www.cfodailynews.com/no-raises-no-problem-3-ways-to-keep-valued-staffers-from-walking-out-the-door/comment-page-1/#comment-15163 Richard Scott Wed, 12 Aug 2009 01:17:00 +0000 http://www.cfodailynews.com/?p=2442#comment-15163 I think everyone expects some churn but some may be good. What companies need to focus on is retaining their talent even in a downard and then up turning market. I think ensuring they have a solid career plan in place, mentor's that are meeting with them regularly, find ways to reward them which are non-monetary such as education and special projects, and provide them with regular feedback. Of course broad-based Executive comms on company direction and performance are critical. It's when we switch off talent management at the same time we cut costs that we are in real danger - because a company is it's people. I think everyone expects some churn but some may be good. What companies need to focus on is retaining their talent even in a downard and then up turning market. I think ensuring they have a solid career plan in place, mentor’s that are meeting with them regularly, find ways to reward them which are non-monetary such as education and special projects, and provide them with regular feedback. Of course broad-based Executive comms on company direction and performance are critical. It’s when we switch off talent management at the same time we cut costs that we are in real danger – because a company is it’s people.

]]> http://www.cfodailynews.com/no-raises-no-problem-3-ways-to-keep-valued-staffers-from-walking-out-the-door/comment-page-1/#comment-14711 CFODailyNews.com » Blog Archive » Will your staffers stay after economy rebounds? Mon, 03 Aug 2009 14:07:26 +0000 http://www.cfodailynews.com/?p=2442#comment-14711 [...] addition, here are proven ways to retain top performers on the [...] [...] addition, here are proven ways to retain top performers on the [...]

]]> http://www.cfodailynews.com/no-raises-no-problem-3-ways-to-keep-valued-staffers-from-walking-out-the-door/comment-page-1/#comment-11812 Fed Up Mon, 15 Jun 2009 18:51:34 +0000 http://www.cfodailynews.com/?p=2442#comment-11812 Iam going through this at my job. I have been in the Finance dept. for 3 years. I have applied for positions, and can never get an honest answer about why I was not selected. Try to take classes for upward mobility, more excises. You cannot be out of the office the same time as your analyst who you cover when he/she is out of the office, but when it comes to applying for an analyst position, you don't have enough Budget experience! How can this be? No problem with giving me additional duties and doing those that are of a higher grade then I am being paid. That's no problem there. When it comes to evaluations, the first 2 were full successful. The next one is Excellent, and they give you the same eval that they give someone who just started in the dept less than 10 months. Where is the fairness in this, and especially when you were doing the job solo for almost two years prior??? Iam going through this at my job. I have been in the Finance dept. for 3 years. I have applied for positions, and can never get an honest answer about why I was not selected. Try to take classes for upward mobility, more excises. You cannot be out of the office the same time as your analyst who you cover when he/she is out of the office, but when it comes to applying for an analyst position, you don’t have enough Budget experience! How can this be? No problem with giving me additional duties and doing those that are of a higher grade then I am being paid. That’s no problem there. When it comes to evaluations, the first 2 were full successful. The next one is Excellent, and they give you the same eval that they give someone who just started in the dept less than 10 months. Where is the fairness in this, and especially when you were doing the job solo for almost two years prior???

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