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Monday, 11 August 2014 23:04

Brain Gain

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Brain Gain

Organizations the world over have been witnessing employee disconnect for decades. There are people who have been working for over 20 years and are earning a good salary, yet are discontent and uninterested in their jobs. For this reason, organizations have been unsuccessful in retaining their most valuable asset - people.

Sad but true

When the CFOs of a few American companies were asked the basis for increased organizational value, two-thirds mentioned employee training. However, when questioned about workforce effectiveness, only one in five CFOs cited formal on-the-job training. HR and top management have been trying to retain their employees by providing training, compensation and other rewards. The returns are nevertheless unclear.

While rewards seem to be the top driver of employee productivity, employees’ inherent zeal and competence can never be ignored. Very often employees are unaware of their contributions to the business goal. Employee contentment is attainable only when the employees are conscious of the influence of their day-to-day activities on the bigger picture of business goals.

The connect factor

World-class organizations never overlook the dynamics of employee engagement. They work on the principle that everyone in the workplace knows where he is heading, and that the vision is clear and goals communicated at all levels.

Training should be an ongoing process. Typically, organizations need to steer clear of the monotonous training sessions employees are often made to attend. Fun with training, outdoor activities and mentally stimulating sessions can be interwoven into the regular training.

Recognition is a human need. People like to be rewarded for their efforts and guided whenever they go wrong. Establishing positive recognition systems will boost employee engagement - the key to higher productivity.

HR tends to focus more on the process than its people. This is a major deterrent to growth. Demographically, countries like India and the United States are more inclined to acquire talent than to develop it. Japan, on the other hand, prefers to build talent. Organizations in Japan have shown higher growth opportunities. Retaining talent involves strong performance-management systems and fine career development. Flexible work schedules and work/life initiatives directly affect retention rates.

Handle with care

An unambiguous approach to training and performance review can work wonders for the workforce.

One organization has a built-in report system for all its employees. Employees are individually classified into their prime roles, their supporting roles and the various other skills they possess. This classification aids in determining those employees who are ready for up-skilling. For example, if it foresees an increased need for programmers in a particular division or project, it identifies top performers in areas that could soon become outdated. These efficient workers are trained in the forthcoming projects so their skills can be upgraded. This organization thus retains its valuable talent and saves time and money hunting for talent. These efforts ensure employee commitment.

On the right track

Once management has identified exceptional talent, a more strategic approach needs to be adopted. Depending upon the nature of work, training needs are identified. Investments go in the direction where the returns are maximized. Simply put, critical jobs and the top performers are considered most vital to the success of the organization.

On the home front

Creating and sharing information is encouraged throughout the organization. Clear communication channels via exchange of information, proposals, results and best practices reinforce a positive workplace. The outcome of this initiative is combined intelligence and greater exposure to varied subjects and thoughts.

Nevertheless, organizations will benefit if they develop a synergy that allows the spirit of high performers to soar. A quality workplace ensures and sustains a quality workforce. What do you have?

At TenStep we are dedicated to helping organizations achieve their goals and strategies through the successful execution of critical business projects. We provide training, consulting and products for organizations to help them set up an environment where projects are successful. This includes help with strategic planning, portfolio management, program / project management, Project Management Offices (PMOs) and project lifecycles. For more information, visit or contact us at 
Read 4827 times Last modified on Friday, 15 August 2014 19:24
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