6 Working Conditions That Attract And Retain The Best Hands.

A 2021 Bureau of Labor Statistics report shows an average annual turnover rate of about 57%. The above is an indication of the fierce nature of the competition in talent hunting amongst employers. You will either be on the receiving end of talents or the losing one. It all depends on your corporate employment policies and workplace atmosphere. To attract and retain top talents you must be willing to pay the price by giving them what they want. That would mean recreating your workplace environment to become more suitable for valuable employees. Below are 6 working conditions that attract and retain top talents that might find useful. 

1) Creatives protection policy 

Great talents are creative people. They often bring fresh perspectives, new skills, and lots of creative energy to the table.  Their curiosity and willingness to explore and experiment with new ideas often lead to unintended mistakes. An organization that is hostile to mistakes will most likely be avoided by high-performance employees. Best talents are attracted to culture and management that see mistakes as an inevitable part of the growth process and have developed policies that are rather supportive and not judgemental about genuine mistakes. Such an environment is critical in stimulating and sustaining idea flow.  

2) Great compensation system

The number one reason people get into paid employment is money.  Great talents are not exempted from bills payment therefore competitive remunerations will always constitute a top job search priority for them.

A recent study by Skynova showed that 7 in 10 job seekers view salary as the most important aspect of a job posting, followed by the benefits package. Top talents desire appealing benefits packages that may include healthcare, retirement, bonuses, etc.

3) Freedom of expression

Many organizations want an innovative workforce but at the same time make innovation impossible with their strict and inflexible procedural rules on task execution. It is clear to their employees that they are expected to either follow the playbook or get punished. Such environments are both stifling and boring to top talents. It saps, fun, enthusiasm, and fulfillment out of the workplace. No talent wants that. They prefer a workplace culture that offers them ample freedom to deploy and maximize their potential without the choking bottlenecks associated with micromanagement. 

A culture where employees can bring their full range of unique talents to make their contributions and still feel valued is great talents delight 

  

4) Career development opportunities

Top talents want to know that they have a future in the organization they belong to and there is a clear developmental path towards it that is unique to their potential and dream.

Making apparent your organization's provisions for employees' career development and progress is likely to attract and sustain valued employees. Top talents want to know that they’ll be trusted enough to lead people and projects in the organization someday in the future. 

Offering to pay for employees' professional development to improve their skill set for example is a great way to prove your interest in their career success. The absence of career development opportunities is one of the major reasons why employees dump their organizations according to a survey.  

5) Recognition and inclusiveness 

Everyone has an inherent craving to be loved, respected, and welcomed. We all want to feel valued where it matters. When top talents are given a  sense of belonging and care among trusted colleagues, it reinforces their sense of security and they become more willing to give their best. 

Does your organization facilitate connection and inclusion? What does your business do to help employees learn and grow? Do you have a process that accommodates everyone’s unique needs? These questions are one of the major things that occupy the minds of great talents when they shop for an organization to join. 

 6) Value and Goals Alignment 

Top talents are driven by personal goals and values.  They prioritize organizations that align with their goals and values and also. has the flexibility that allows the integration of work with their personal lives. They want to know how vested your organization is in the values, interests, and goals that matter to them.

Finally, the above 6 conditions must go beyond appearing on the pages of your corporate strategy document to becoming a big part of your organization's operational culture for it to be able to deliver its dividends to your organization.