Developing and retaining talents, a challenge for successful organizations

Strategies for attracting new talents are not enough for an organization if they are not accompanied by a plan for retention and development. In the absence of a plan for the integration of new employees, for the continuous evaluation and improvement of their skills and talents, they might feel excluded, might lose their interest in the job and could look for something else.

These are just some of the reasons why the management of an organization should consider developing new talents and consider professional development programs as an investment with long-term profitable results. Lack of motivation at work can easily occur if employees are aware that they have not skills that do not use enough or that they might develop.

A new vision – Learn to think big

Probably one of the most common mistakes is the lack of vision, perspective, focusing on what is happening now. However, organizations, business entities need to evolve over time, a thing that should be taken into account when we think about employees. Thus, planning and setting objectives for the future must be a priority for each organization and should include the development of employees with potential.

Unfortunately, time is always limiting us and priority tasks tend to consume a lot of resources. However, successful leaders must know how to anticipate this and not let the everyday priorities interfere with the organization’s long-term objectives, objectives that include investment in the human factor and retaining employees who perform well.

Forming and developing new talents must begin simultaneously with their integration into the organization. Their orientation to a direction that will help them develop and use their abilities to the maximum should be the first step in this process. Also, it gives employees the opportunity to familiarize with the values and the structure of the organization and makes them feel integrated into a team that has taken the commitment to support them meet the company objectives.

Investing in employees with high potential, a long-term benefit

Investing in staff training generates long-term commitments, and also, the value of employees work will grow once with their qualifications. This thing stimulates them, makes them more engaged in their work and want to remain in the organization for a long time since it is an environment that allows them to develop professionally.

Employee performance assessment will help managers to identify their strengths and weaknesses. Also, reviewing the quality of work performed by an employee and analyzing his results will allow you to identify the things he likes most from his daily activities, setting professional aspirations or orienting him to a proper position within the organization.

Last but not least, experience and competence are things that need to be appreciated and constantly encouraged among employees, by giving seniors, for example, the chance to supervise the new hires. Also, when employees with seniority are planning to leave or retire, it is recommended to encourage them sharing their experience and knowledge with the ones that will remain within the organization.

So, let;s not forget that the human factor is perhaps one of the most valuable assets for an organization. We must invest in staff, they must be trained and guided when we see that they have good potential and last but not least, they must be encouraged to stay and develop within the organization.


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