Your people are your organization's most valuable asset; training and developing people for new positions and challenges is not only more cost effective than hiring new talent, but it also helps them stay engaged. The problem is that many organizations struggle to identify the best development strategies and career paths for their employees. And when employees — particularly high-potential employees — feel as if they don’t have the right growth opportunities in your organization, they’ll go looking elsewhere.
How to identify employees’ strengths, including those that are less visible
Strategies for developing high-potential employees
How to motivate and retain your people
3. It’s not a nicety; it’s
almost a business
imperative.
– Bill Pelster, Deloitte Consulting LLP
“
”
4. “Employee turnover costs US companies about $160 billion a year.”
Source: Gary Curneen, Professional Coach
and Blogger
1 in 5 high-performing employees say they're
likely to leave in the next six months.
1 in 4 of all employees say they're likely to
leave in the next six months.
5. How do you identify and provide
the right opportunities to help
employees reach their potential?
11. “50% of high performing employees expect at least a
monthly sit -down with managers, but only 53% say they
are getting the feedback they want from their superiors.”
– Wrike.com
13. bamboohr.com bizlibrary.com
Not always your top performers
● Autonomous
● Emotionally Intelligent
● Driven Internally and Externally
● Lives out the company’s culture
Who are HIPOs?
19. bamboohr.com bizlibrary.com
Mentoring
● Formal (the individual’s manager is not the mentor)
● Takes place outside the line manager relationship.
● Is focused on professional development that may be outside of the mentee’s area of work
● Interest of the mentor is personal in that the focus is on the mentee to provide support both
professionally and personally
● Relationship may be initiated by mentor and/or matched by organization.
● Relationship crosses job boundaries
20. bamboohr.com bizlibrary.com
Mentoring:
● Mainly volunteer, and can provide help in developing
outside the confines of the mentee’s work.
Coaching:
● The responsibility of direct managers. Feedback and
performance management are ways coaches can help
employees grow.
Mentoring vs. Coaching
21. bamboohr.com bizlibrary.com
● Current leaders at organization
● Coworkers in same department
● Coworkers in in different departments
Networking Opportunities
22. “Nearly 95% of HR leaders consider employee burnout to be
the biggest threat to an engaged and productive workforce.”
– Kronos Incorporated and Future Workplace
Avoid Burnout
23. “Deeply embedded life interests do not determine what people
are good at—they drive what kinds of activities make them
happy. At work, that happiness often translates into
commitment. It keeps people engaged, and it keeps them from
quitting.”
– Harvard Business Review
Align with Life Interests
24. What strategies are you currently doing to
motivate and retain employees?
(Type in the chat)
27. bamboohr.com bizlibrary.com
Challenge Employees
● Goal setting
● Provide resources for constant learning and development
○ “Learning cannot just be an afterthought—it must be a core focus
of any strong organization,” says Kevin Griffin, an IT advisor at
Falco Enterprises and former CIO of GE Capital.
● Increase responsibilities
31. ● Identify employees’ strengths, including those that
are less visible
● Leadership training, coaching, mentoring, and
networking opportunities for developing high-
potential employees and avoiding burnout
● How to use feedback, recognition, rewards, and
autonomy to motivate and retain your people
Key Takeaways
32. bamboohr.com bizlibrary.com
Questions?
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
BambooHR
Schedule a demo of the BizLibrary solution.
We’ll contact you shortly to set up a demo
BizLibrary