As a manager and leader of people you constantly have multiple things to focus on.
It can be busy and distracting at the same time depending on your challenges and workload.
Your employees seem happy and performing okay. No real issues have been raised.
Then you are shocked when they start to resign. Particularly when your best employees leave first.
Here are a few questions to consider to prevent your employees from being tempted by a Headhunter;
Leadership Style - are you approachable, do you set achievable targets, do you let employees bring their best selves to work. Do employees respect or just tolerate you as their leader?
Engagement - is there a high level of employee engagement? This is the level of enthusiasm and connection employees have with the organisation. High levels of engagement make it difficult for employees to be headhunted as their commitment to stay is high.
Employer Value Proposition (EVP) - Your EVP is the culmination of all your company's offerings in things such as compensation and career development which balances out what an employee brings to you. Is your EVP in balance with employee expectations?
Mobility - are employees able to transfer across the organisation in support of their career growth? Or do they have to leave to move ahead.
Performance - Is non-performance actively managed so that employee contributions are evenly distributed based on effort, skills and abilities?
Flexibility - are employees who can effectively do their roles remotely allowed the opportunity and trusted to work away from the traditional workplace?
Corporate Social Responsibility (CSR) - Does your company operate in the best interests of society and the environment and its efforts are genuine and visible.
Addressing these questions will help your employees be less tempted in moving when approached by a Headhunter. Particularly your best talent.
Linq HR are specialists in HR Consulting, Career and Vendor Selection.
