If you’re not creating and communicating it to your top talent (or any talent that you want to retain), it should be part of your strategy.
Sooner than later.
Other keys to talent retention right now?
- Upping the frequency of your communication and tying team members to their work and its impact. Connection to contribution. (It’s also a huge morale booster.) My top three vehicles for this: 2x/month summary email to all, town hall meetings, 1:1s
- Investment in their development, whether nominating for executive coaching or some other opportunities that showcase your intention to support their growth
- Retention bonuses
- As much autonomy, flexibility, and support with decisions to WFH or RTO