Talent retention: the path to success

I realize that retaining talent has been an increasing challenge for most companies - not only in technology, but in general - who need to deal with people from different generations in the team and who often lose employees with enormous potential for reasons that could have been avoided. And why is this increasing?

What I have noticed, especially after the pandemic, is a veiled exploitation of the employees of the ‘IS, offering inadequate working conditions, a toxic environment ’TO use the jargon of fashion - with wages below the market and often without benefits. Today, people have more possibilities in the market and do not accept that they have to perform many functions without being properly remunerated for it.

Dissatisfaction can arise from various reasons, but when we mess with the pocket, the “hole is even lower than”. Not to mention that employees, especially the youngest, do not usually hold up quietly some impositions that are made and, for this reason, end up being taxed as lazy or who do not want to work.

According to the 2024 report by Talent Trends, a recruitment and selection company of Michael Page, about 28% of Brazilians, even though they are satisfied in their jobs, actively seek new opportunities. This data, added to the increase in wage dissatisfaction 39% to 52% in a year - signals a growing dissatisfaction in the labor market.

Often, leadership loses great employees for bullshit, because they did not want to increase the salary or give some benefit (even realizing that there is merit in that employee, or because they imposed conditions that hurt more than help. These small things end up wearing people, who start looking for other job opportunities, so that they can leave the company they are in and start in another service.

Companies need to be increasingly aware that they must change some behaviors so that they can attract and, especially, retain talent that is already part of the team. It is important to highlight that I am not saying that managers should do everything employees want, but they need to be actively listening to be able to provide better working conditions in general and growth possibilities.

Yes, salary or financial remuneration is important, but even a good salary, an hour tires, depending on the work environment, which is basically defined by leadership and the way in which it is managed. In this sense, using a tool such as OKRs (Objectives and Key Results) -, can help in this process.You must be wondering: why?

The tool proposes that team members are part of the construction of goals, objectives and results that must be achieved at the end of the cycle, which in addition to being important for the evolution of the company, will make each employee feel more valued, because it allows them to visualize how their work impacts the whole. This greatly increases employee engagement and will be a boost in efforts to achieve the desired results.