Recruiting,
Developing, and
Retaining Talent
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Turnover in the
nonprofit sector
will increase from
16% to 19%
this year
Source: Nonprofit HR 2015 Employment Practices Survey Results
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Most Common Reasons
Rewards/Recognition
Career Development/Growth
Culture Issues/Fit
Manager Issues
Job Fit
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Talent Management Strategy
A holistic, purposeful approach that
optimizes organizational talent to
ensure impact, by shaping culture and
refining all people processes
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What is Your
Value
Proposition?
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CULTURE
Rewarding
Attracting
Engaging
Developing
Motivating
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Attracting
Employer Brand
Engaging
Social gatherings
Exposure to leadership (informal and formal)
Flexibility
Policies
Motivating
Performance management and feedback
Clear paths of progression
Celebration of victories
Developing
Shadowing
Coaching and training
Stretch assignments
Rewarding
Benefits
Positive reinforcement
Acknowledgment of outside-of-work priorities
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Communicate
often –
and through multiple media
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Manage
performance
actively:
give feedback,
reward,
and develop
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Show
Your Dedication to
Talent Management
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Actively
monitor
engagement
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“The creativity and flexibility of our boss allowed us both to
balance family and work. We are tremendously grateful and
loyal employees.”
While I would definitely
appreciate a raise, I would not
leave just to get one. The
reason is that I feel rewarded in
many other, less tangible ways.
I’m rewarded by the actual work
I do and by the appreciation the
boss always shows…
“The pay was
good. The
location was
great. But I
knew I could
do much
more. They
wanted me to
keep doing
what I was
doing. So I
left.”
“[My boss] listens to me…I feel understood…. Because of [the trust we have built], we
are more creative, take bigger risks, push the boundaries, and accomplish amazing
things…. Nothing could entice me away from this job.”
Actual quotes from employees as noted in the book Love 'em or Lose 'em: Getting Good People to
Stay (Beverly Kaye)
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Pratichi Shah
Flourish Talent Management Solutions
[email protected]
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