about 1 year ago by Next Generation

Best Practices for Keeping Your Top Talent

How To Retain Top Talent

Losing key employees can not only impact a business’s day-to-day operations but also result in significant financial costs associated with recruiting and training new staff. Retaining top talent is going to be how you can ensure that the right people are benefitting your organisation without having to worry about your employment turnover rate.. The current 2023 landscape has changed drastically from what it used to be. 

According to the results of a survey published by McKinsey, one-third of the 16,000 survey respondents in nine European countries revealed that they intend to leave their job in the next three to six months. This high churn rate will have a dramatic impact on every industry in Europe and the world.

Implementing effective retention strategies will help ensure that the most talented staff remains engaged and committed to the organisation. The following tips will help you achieve this goal.


As an employer, rather than embarking on a lengthy and sometimes fruitless recruitment process, it’s much easier to retain your top talent. A lot of employers may be unsure as to how to retain key employees. To do so, means sparking their passions and challenging them every day to deliver more creative outputs for clients. 

After all, staff who feel valued, engaged and rewarded appropriately are unlikely to leave. For the employer, this generally translates into more satisfied employees and, in turn, customers.

Retaining top talent and attracting the right ones has been the toughest job among people teams. Recruiting for specialised or technical roles can be particularly challenging, as there may be a limited pool of qualified candidates to choose from. 

Another challenge is creating a positive candidate experience throughout the recruitment process, as this can play a critical role in attracting and retaining top talent.

Companies are investing more in employee engagement programs and retention strategies, but it’s not enough to keep the best employee from leaving. The key is to understand what motivates and drives employees and to create an environment that meets those needs. 

This requires creating a culture that fosters the growth and development of your staff. Only then can companies hope to retain their best employees and attract new ones.

Retain Top Talent


One major answer to the question of how to retain top talent is working on business culture. Creating a culture of inclusiveness is critical. 

In order to retain top talent, it is important to create a positive business culture that fosters an inclusive and supportive working environment. A culture of inclusiveness involves creating a workspace where everyone is valued and supported regardless of their background or identity. 

This can involve taking steps to eliminate bias and discrimination in the hiring process, as well as promoting diversity and inclusiveness in all aspects of the workplace. 

A recent study conducted by Quantum Workplace found that disengaged employees are 3.8 times more likely than engaged employees to cite organisational culture as a reason for leaving. 

This highlights the urgent need for companies to adapt and cultivate a positive company culture that meets the needs of both the organisation and its employees. Failure to do so can result in burnout, disengagement, and high rates of turnover, which can have significant negative impacts on the company's bottom line and reputation.

Creating an inclusive business culture can have a number of benefits for organisations. For one, it can help to attract and retain top talent, as employees are more likely to stay with companies that prioritise diversity and inclusiveness. 

Additionally, a culture of inclusiveness can lead to increased employee satisfaction and productivity, as employees feel more engaged and invested in their work.

Finally, a diverse and inclusive workplace can help organisations to better serve their customers and clients, as employees from different backgrounds and perspectives bring a wider range of ideas and experiences to the table.


Recognising and listening to employee opinions, and actively acting on their suggestions, can increase engagement among top talent. It is more effective than preaching to them about how things should be done. 

Effective communication and engagement with employees is key to attracting and retaining top talent. This involves not only listening to employees’ opinions and feedback, but also actively acting on their suggestions when appropriate. 

Top talent often seek out organisations that offer opportunities for advancement and professional development, as they want to continue to learn and grow in their careers. Invest in employee training and development programs and you’ll see just how you will be able to retain them over the long term.


By failing to give leading talent a voice, not only are businesses blatantly disregarding their views, but they also run the risk of alienating themselves from the market by dismissing those who are closest to it on a day-to-day basis. Furthermore, if an employer doesn’t give his or her staff a platform to put forward their opinions, it’s highly likely that someone else will.

Poaching top talent can provide a significant advantage to competing businesses, as they gain access to employees' market knowledge, skills, and expertise. This can allow them to innovate and adapt more quickly than their less flexible competitors.

To combat this risk, it is important for businesses to create a work environment that is attractive to top talent and fosters employee loyalty. This can involve offering competitive salaries and benefits packages, providing opportunities for growth and development, and creating a positive and supportive workplace culture.

Moreover, companies can take steps to protect their intellectual property and other sensitive information by implementing strict confidentiality agreements and security measures.

Creating an environment that encourages open communication between senior management and employees is key to retaining the most skilled members of the workforce. Leading talent often has valuable insights into the market and customer needs, as they are on the front lines of daily operations.

Providing a platform for employees to share their ideas and perspectives allows senior members to gain a better understanding of the company's strengths and weaknesses, as well as potential areas for growth and improvement.


However, identifying top talent that is crucial to the future of a firm isn’t as straightforward as it sounds. Factors like punctuality, absenteeism and achieving Key Performance Indicators (KPIs) are quite simple metrics to measure but should act only as a starting point.

Employees that make a real difference are those that are likely to seek learning opportunities and career development outside of normal working hours, have developed close, and successful working relationships, or go beyond the requirements of their role. Finding out who these people are, especially in large organisations, can be difficult, which is why it is incumbent on senior managers to know more about their people. Ignoring them and their potential could be detrimental to the future of a company.

To identify staff who go above and beyond, it is important to have a system in place that allows for regular feedback and evaluation. 

Regular meetings and performance appraisals provide an opportunity for managers to assess their staff and identify those who are consistently exceeding expectations. It is important to be proactive in this process, as waiting until an employee is considering leaving the company to address their career aspirations may be too late.

Another effective way to identify top talent is to involve staff in the hiring process. Encouraging staff to refer candidates and involving them in interviews can help identify individuals who share the values and culture of the organisation. This not only improves the chances of a successful hire but also strengthens employee engagement and fosters a sense of ownership in the hiring process.


Individuals who crave career success should also be nurtured carefully. By arming them with the skills and training necessary to carry out their work and to help them succeed in the future, employers are demonstrating that they care on a human level. It’s also important to note that any commitments made to employees should be honoured. Broken promises often lead to disillusionment with leaders while promises keep enhances trust between the various ranks within a firm.


Employers should also note the actions of leading firms on Fortune's 100 Best Companies To Work For! Google, for example, in 2012, climbed three places to the top of the list as employees fully embraced the company’s mission, culture, and perks of working there.

An editorial published in Indeed inFebruary 2023 stipulated the importance of playing between monetary and non-monetary incentives to keep employees engaged. While money is a big factor as to why employees stay in a company, it was deemed not the most important. 

Non-monetary incentives include job security, professional development, promotion, and recognition are just some of the most effective ways to keep employees secure and valued within the company.

The SAS Institute provides subsidised Montessori child care, unlimited sick time and a free health care centre for its employees, making it hugely attractive to potential candidates and explaining why few leave. While many businesses, especially SMEs, are not in a financial position to provide such enticing incentives, even small gestures such as remote working once a week or funding for further education, can have a positive effect on staff retention.

If employers create a positive working environment and openly express (through actions and words) that they understand and care about their top talent, retaining top talent becomes a relatively uncomplicated task.

Read about how major companies motivate and retain their employees!