Attracting and retaining top talents should be every company’s top priority and desire.

It is the duty of the Hr to be in contact with every staff of its company if not yearly but quarterly, this will help us know what a staff is expecting, what will motivate the staff to work and also what the organisation expects of the staff.

An Hr waiting until an exit interview of a productive and efficient staff will lose the opportunity to identify the company’s issues, issues like why the employee left or why employees are leaving.

Employee retention refers to the ability of an organization to retain its employees. However, many consider employee retention as relating to the efforts by which employers attempt to retain the employees in their workforce.

Retention starts right from the beginning, from the application process to screening applicants to choosing who to interview. It starts with identifying what aspects of culture and strategy you want to emphasize, and then seeking those out in your candidates.


Companies who focus on employee retention, will retain talented and motivated employees who truly want to be a part of the company and who are focused on contributing to the organisations overall success.


When layoffs are frequent, retirement and pensions are non-existent, workers feel less loyal to their companies and will jump ship if they find better pay or better prospects elsewhere.


  • Your Employee Value Proposition: getting the right balance of benefit is crucial and is increasingly seen as a part of your employer branding strategy. What pension programs do you offer? Top talent will consider all these as part of the whole package.
  • Promotion Opportunities: if a high calibre candidate cant see opportunities for development and progression, they are less likely to consider your organisation.

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