Praise their contributions to the company should be at the top of the list of talent retention strategies.

People work because they have to meet financial needs. This truth is the heart of every job. However, today's wise employees also pursue a higher aspiration of personal growth and greater satisfaction at the company.

Simply put, if employees do not have the above at the current company, they will go elsewhere. So how does the company recruit talented people who are training for success and want to work at the company? 

1. Support their values

People feel comfortable in environments that are similar to their views and values. If your company's values align with those on your team, you're well on your way to success. 

If that's not the case, you'll need an urgent program to make your company's values not the words on posters in the staff cafeteria. 

Research has shown that the most successful companies are those with employees who support the company's values. Shared values make employees excited and loyal. What does this mean? If you work in an environment that closely aligns with what you consider important, you will stay in that environment. 

2. Support their needs

Your boss gives you a job description and goals for the year, but how many times does he ask you, "Do you need help from the company?" or “What can the company do to help you do your best work?” 

Is it realistic to ask people what they wish for? Will they know what they need when they get a chance to react? An exercise in needs analysis provides a good opportunity for an employee to discover what he really wants and is an excellent exercise in personal growth. 

3. Support their progression

If you work in an environment where you learn constantly and are constantly challenged, you will be inspired to work. Opportunities for employees to improve themselves will increase self-esteem, leading to higher self-confidence and increased productivity. 

If a team member is a good decision maker who needs self-control and does well, then you should have a development plan to help him take on more responsibilities. 

Likewise, if an employee tends to be passive, tell him why binding regulations are important. Should not go to class; Be understanding and empathetic. He will continue to feel valued and will want to keep working because he believes he has a better chance of progressing. 

4. Motivate on a regular basis

The key to motivation is getting team members excited and enthusiastic about achieving goals. If you uncover their needs and expand their potential for growth, then staying motivated will be a rewarding and successful journey. 

Having a highly motivated team inspires others and ensures that your company becomes the employee of choice. 

5. Give recognition

Most employees quit their jobs not because they don't get paid well, but because they have a problem with their boss or superiors. 

Consider the example of a chief marketing officer of a reputable investment firm. She complained endlessly to her boss and about what she perceived to be the company's lack of vision and direction. 

When complaints go on for weeks and start to affect team morale. The head of marketing made it clear that she was looking for a new job. 

It was an unexpected change one afternoon when the executive invited her in to speak. He said that he and other department heads appreciated the outstanding work, the time she contributed and the results she and the team brought to the company. 

The marketing manager felt satisfied and the attitude completely changed. She stopped complaining and went back to cheering her team up. 

The main cause of her frustration was her desire to be recognized for her talents. Her desire to leave work was resolved in 5 minutes because her boss made her feel admired and important. 

Retention and HR programs cost companies a lot of money and time that could have been effectively invested in employee retention programs. 

Employers should constantly observe effective strategies for retaining and retaining talented employees. Today, employees perform better when being heard and admired is more important than simply getting a job. 

Inspire those who are looking to quit at the company. Words will go viral and your company will be known to value employees and believe in retaining them.