Employees Leave Bosses: Retaining Technical Talent

Conference Archive

DevLearn 2015 Conference & Expo - September 30, 2015

Lou Russell

Director of Learning Services
Russell Martin & Associates, a Moser company

Nearly 48 percent of employees believe they are ready right now for a career change according to a survey by global talent-mobility consulting firm Lee Hecht Harrison. The hiring market is getting tighter as the economy improves. To attract and keep the technical talent required for your organization is a strategic project, and it will not be successful if you treat it like a “hope and a prayer.” Your competitors are trying right now to steal your top technical staff. To retain and grow your valuable technical talent requires three key accountabilities: hire the right person, onboard and grow the person, and manage him or her through career and succession plans.

In this session you will learn how to mitigate the risk of losing key employees by creating a solid hiring and retention strategy, then translating this into a successful and repeatable technical talent process. You will leverage a project charter template to define the boundaries of developing this repeatable process, and learn about automated tools that map to the phases.

In this session, you will learn:

  • The importance of investing in a proactive process to engage and keep valuable technical talent
  • How to charter a project to create this strategic process
  • The automated tools to support your technical talent’s ongoing engagement
  • How to use templates to determine the best approach for your organization

Audience:
Intermediate managers and directors.

Technology discussed in this session:
Job benchmark assessments and coaching reports.

Handouts

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