teamwork-300x200.jpgNot a day goes by when an employee, volunteer, Board member or colleague doesn’t retire, get promoted, move companies, change roles within the company or at least think about any one of these. For the vast majority of my clients, they run lean and are challenged to source projects even when fully staffed; thus, a skills gap is left in its wake.

I’ve found a key strategy for success in this environment is to simply KEEP your high performers. It seems much easier than it is to execute unfortunately. Pay is simply not enough. Pay is not a motivator; however, the lack of pay is a demotivator. Certainly if you do not pay within comparable salary ranges, you aren’t even in the game. On the other hand, you could be in the high end of the range and you’ll still lose top performers if you do not retain top talent.

My firm’s research study on this topic found that retention must become a critical priority. In my experience, the single largest key to retention is leadership.  Leaders create an environment for empowered and engaged employees. If it were easy, everyone would do it. Thus, it requires the rare leader who will make the tough call and who will support his/her people when the going gets tough. Who will behave as an empowered employee if they fear getting beat up?

To learn more about the key strategies to successfully empower and engage employees, join me atAPICS 2014 for my education session “Cultivating Empowered and Engaged Employees” in New Orleans on October 19th. Go to educational sessions, and look under the category for Professional Development.