| | SEPTEMBER 20209Transparency will pay off. There is a direct cor-relation between employers who communicate their business goals and updates regularly with their peo-ple and the workforce's overall satisfaction. It keeps them invested and integral to your organization's bigger plan. Other Methods To Retain TalentConsider ways to retain your talent now, even if their current role isn't required. Deploy people from low-demand roles to other business areas that are ex-periencing high demand, like moving from a front-of-house retail role to a contact center. Of course, this will require a certain amount of upskilling to move into new roles - but it will keep your talent fresh, en-gaged, and most importantly, retained. It's a tactic used by Hay Group, with Abdul Uddin, business lead, infrastructure, and manufacturing ex-plaining, "It's not enough to simply fill roles for to-day, it's about attracting, retaining and engaging the right talent who will tackle workforce challenges for the next five to ten years."Above all this requires effective overall skills vis-ibility and for people to find roles and opportunities linked to their skills. In fact, the biggest barrier to effective redeployment is the visibility of opportuni-ties and matching people's skills with relevant roles. Get this right and your workforce will organically become more agile and responsive to market chang-es. Your people will be readily mobilized into new roles, upskilled ready to meet evolving requirements, and this will make it easier for your workforce to piv-ot to sudden changes and market demands. Retain Knowledge From AlumniAnother consideration is what happens to your em-ployees when they decide to move on. Alumni net-works can retain their skills and knowledge in some capacity. People can return for short-term assign-ments or to mentor others. For some sectors, like en-gineering and IT, this is invaluable as engineers may retire with decades of knowledge that are then lost to the organization. Sometimes, there may be only one person who fully understands the unique facets of a data center, or how to keep a piece of machinery working. You want to keep hold of their knowledge - and to upskill others in this knowledge so there isn't a `brain bottleneck'. Constantly Provide Growth OpportunitiesConstantly grow and challenge your workers so they have no reason to leave your organization. A role is a two-way street in that it should benefit both em-ployer and employee. If you set clear goals and pro-vide opportunities for people to advance their ca-reer journey, they will be more motivated to remain for longer. This goes beyond traditional promotion oppor-tunities. It might be a learning program in an area they've expressed an interest in or on-the-job learn-ing provided through stretch assignments or a lat-eral job move into a department aligned with their long-term career goals. Indeed, putting people into the wrong roles (where their potential isn't fulfilled and they feel their skills aren't appreciated) is one of the main reasons an employee will leave. Support Your People NowEmployers who take the time to listen, and who take specific actions that support employees for better or worse, will build greater agility and resilience in the long-term. Remember the value and potential of your people - because they will remember this long into the future. Although many are still focusing on day-to-day emergency measures to ensure the future of the business, always keep an eye on the long-term. Retain talent today through a combination of upskilling, career mobility and knowledge-sharing. It'll benefit your workforce today and build a better future for your organization and people. CONSIDER WAYS TO RETAIN YOUR TALENT NOW, EVEN IF THEIR CURRENT ROLE ISN'T REQUIRED
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