It is easier (and cheaper) to retain a customer than to get a new one. This saying, so popular in the marketing world, is perfectly applicable to HR: it is easier and cheaper to retain talent than to get new ones. However, keeping employees from leaving is proving to be a challenge for companies today.
Increasing competitiveness has led organizations to focus their forces and resources on offering the market proposals that exceed all expectations, which has meant that they have relegated the care of their own workers to a secondary role. This is where the problem of turnover begins. A problem that, in the end, is a problem that hampers the competitiveness of companies. Yes, companies bet on improving their proposals to be more competitive and the result, many times, is to increase turnover, which achieves precisely the opposite effect, what a paradox!
Fortunately, faced with this situation, organizations are beginning to value talent and policies that encourage employee retention are the order of the day. Two of the factors that have the power to encourage or stop the phenomenon of employee turnover are job satisfaction and motivation.
The first of these, job satisfaction, refers to the degree to which employees feel happy and satisfied with their work, and its referent and determinant will be the work environment. It is an emotional and cognitive state based on the individual's perception of various aspects of his or her job, such as the work environment, relationships with colleagues and superiors, opportunities for growth and development, and compensation received. When employees feel satisfied with their work, they are more likely to be more productive and loyal to the organization.
On the other hand, there is work motivation, which translates into the internal drive that directs and maintains an individual's behavior in the work environment. There is a strong relationship between satisfaction and motivation, since discomfort or dissatisfaction with one's workplace and working conditions leads to demotivation at work. Encouraging the motivation of professionals helps the performance and attitude of the rest of the employees, generating a positive impact on the organization and increasing their commitment to it. To achieve this, it will be essential to generate a good working environment that favors the stability of the company and to face the rotation.
We see, then, that job satisfaction and motivation play a crucial role in talent turnover. Turnover refers to the phenomenon of qualified employees leaving an organization and needing to be replaced. This can have significant costs for a company, including the loss of knowledge and experience, as well as the costs associated with hiring and training new employees.
Talent management becomes an essential strategy for addressing turnover. It involves identifying the professionals who best fit the company's needs, retaining the most valuable employees, and providing them with a supportive work environment.
There are a variety of ways and platforms to attract and engage talent, but it's no easy task. Today, the trend is to rely on the help and support that tools such as ATS and psychological tests can provide to facilitate decision making. IELLOW is a platform that recognizes the importance of attracting the best professionals and the need to help reduce staff turnover. Technology can be a great ally for this. If you want to know more about how IELLOW can make the job of recruitment and selection of personnel an easy, enjoyable and effective task, you can click here.
