Berger Leadership Blog

Aug 21, 2015

How to keep great talent

Grow With Us-2We all have a few cautionary tales of people we’ve seen kind of “shoot themselves in the foot.” We can be our own worst enemies when we get in our own way, and one of the easiest ways to do that as a leader is to inadvertently drive away your best talent.

Forbes contributor Liz Ryan put together a list of the top 10 ways employers drive those talented team members away. She notes, “You can’t say ‘We value our employees’ when you also have policies in place that treat your employees like little children.”

Ryan emphasizes that trust, flexibility and cooperation are key to making good employees – and potential employees – feel valued and willing to stay.  Combine that with creating a culture of excellence and accountability and you have a recipe for success.

Here are some of Ryan’s tips:

  • keep your policy manuals brief – no one will read pages and pages of rules;
  • think outside the box – is the candidate with six and a half years of experience really that much less qualified than the one with seven?
  • allow for internal moves and promotions without too much red tape;
  • share information – let your employees understand what your mission and goals are; and
  • don’t “focus on the particles, and ignore the waves.” What is the ultimate goal? Remember the larger picture.

Credit union members count on your employees to make their lives easier and help them keep their finances straight. If you want the best people on the job – and we all do – it helps to prioritize trust and communication to make those talented employees know they are valued.