Top 5 Talent Management Strategies

By Tina Martin of Ideaspired.

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Top 5 Talent Management Strategies

At WORKERS.COM, we are all about putting your people first. But, you don’t have people if you don’t acquire – and keep – the right employees. In today’s blog, we’ll take a look at a few ways to manage your staff so that they stay loyal to you.

Be Creative With Recruitment

You’re looking for top talent, but the top talent may not know it. This calls for a well-defined recruitment marketing strategy, one that will attract — and hopefully retain long term — the type of employee you need. It may not be enough to post job openings on the online job boards, so think of creative ways to get in front of workers. Some of this can be done yourself using free, online platforms like Adobe, who has an online banner maker that allows you to edit pre-design templates. It’s simple to use, and you won’t have to pay for a graphic designer for their services.


Communication begins from before your staff is ever on the payroll. As you onboard new personnel, make sure that you have clearly defined job descriptions. If applicable, a hierarchy chart is also beneficial. Having each of these components means that your employees know what they are supposed to do and who to report to if problems arise. Communication also involves things you can do each day, such as having a bulletin board, a newsletter, or a quick standup meeting in the mornings. Remember, open communication not only keeps everyone on the same page, but, according to Palmer Group, also establishes trust.

Offer Competitive Compensation

You may take pride in your employees and have the greatest communication skills in the world, but, ultimately, the vast majority of the reason your employees work for you is for payday. This means that you have to create a great working environment and offer an exceptional compensation package. What this does not mean is that you have to pay two or three times the going rate for a particular job. But, how do you know if you’re paying fairly? Start by calculating the median wage for your open position. You also want to take a closer look at your micro market and, just as important, define to yourself how important that position is to you.

Listen To The Bottom

Communication from you is crucial. But so is listening to your employees. However, keep an open mind, and do not simply listen to tips and suggestions from those at the top tier of your management structure. Everyone in your business is valuable, from the janitor to the CEO. Create an environment where they all feel comfortable providing feedback, which, ultimately, will help you develop an even better work culture. You can use the internet to create anonymous feedback polls or implement a good old-fashioned suggestion program.

Be Flexible

Keeping talent today often means allowing them the autonomy to work from home, at least some of the time. Many of the best employees may not have access to last-minute childcare or people to visit their home with zero notice in case of issues, such as electrical or plumbing problems, that require an adult on-site. Be flexible with your work hours. It can be beneficial to create a policy where employees can work from when and where they like as long as their task list is completed and they are available during certain hours, such as the morning meeting or at peak customer calling times.

DecisionWise notes that it isn’t always easy to get and keep a trained and experienced workforce. More and more, employers have to be creative, flexible, and empathetic. These three traits are often more important than offering a competitive salary and benefits package. As access to education and remote jobs becomes more and more prevalent, finding employees that are well prepared to work from anywhere is no longer a challenge, but keeping them is. The above tips are five of the best ways to maintain the tenure of your workforce so that you always have the people you want on your side.

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