Here you’ll find content you can use to help managers identify and retain the high-potential direct reports on their teams, maintaining and enhancing your organization’s internal bench strength.
High performer deserves a promotion, but there isn’t one available
The timing isn’t always right to promote deserving employees, so it’s important for your managers to recognize what else they can do to keep talent from leaving.
5 ways employees say their managers hurt their career advancement (and what to do instead)
Are your managers succumbing to any of the missteps we uncovered in a survey of more than 300 direct reports?
10 examples of how to give more powerful positive feedback
Positive reinforcement is a highly effective retention tool — when it’s done well.
Identifying high-potential employees requires an understanding of the deeper motivations that may be driving them.
How to manage remote team members more effectively
Top talent can be anywhere, yet remote workers are often overlooked and undermanaged. This article will help ensure that your managers do right by their high-potential remotes.
(external) McRaney: You are bad at assessing people
Managers who fail to acknowledge the difficulties of assessing others are more likely to incorrectly identify high-potential employees.
Our Retaining Your Team Microcourse and Microlearning Resources
Including:
- Key lessons for retaining your team. Your managers need to understand the critical role they play in keeping high-potential employees on board.
- How to prevent turnover. Are your managers doing their part? Those who follow these seven tips probably are.
- How to identify where your team stands. It’s tempting for managers to assume that if their high-potential employees are performing well, they must be happy. This article provides tactics for staying in touch with employees’ true engagement levels.
- Retention question guide for 1-on-1s. A useful list of questions your managers can ask periodically in their 1-on-1s to gauge how high-potential direct reports are feeling about their jobs.
- What to do if an employee mentions quitting. Needless to say, your managers shouldn’t take it lightly — especially if it’s a high-potential employee.
A high performer suddenly lacks motivation
Managers who take this problem seriously — and take action — can help ensure that top talent re-engages and sticks around.
A new hire is disappointed in the role
Studies show that most new employees decide whether they’ll be staying in their jobs within their first six months. Do your managers know how to respond if talented new hires become disillusioned?
3 opportunities managers miss when high performers quit
Managers who go into denial instead of taking advantage of these three opportunities are often doomed to repeat behaviors that might be triggering resignations.
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