High-performing, talented, responsible and creative employees are rare; therefore, they are valuable for a company essays edge. Consequently, keeping them is a top priority of a HR manager. One should say that any work presupposes challenges, difficulties, and problems. The objective of the leader is to retain talented workers at any price. Any employee wants to have a good boss, meaningful and challenging work and opportunities to grow. As a result, one should contribute to their preservation and satisfaction creating favorable work conditions and providing good salary. This essay intends to explain the key ways of retention of high-performing employees.

Retention of Good Employees

Retention of good workers is based on the policy of employment and promotion. Every member of staff should be treated equally and not to be discriminated. The equal hiring decisions will not necessarily help to retain an employee but will promote the organizational reputation and image.

One can distinguish four primary factors that make it possible to keep a good worker:

1) Meaningful and challenging work. This factor attracts most employees who want to receive pleasure from their work and feel valuable. They benefit the organization as they work for the sake of development and growth. “Many employees, especially those in high-tech jobs, report that keeping up with knowledge and technology in the ?eld is very important to them.

2) The sense of being an important part of the team. It is significant to build a team work in a manner that will make the atmosphere positive and friendly as it is a way to job satisfaction.

3) Opportunities for learning and promotion. Learning, development and career growth are the key aspects that encourage employees to stay at their working place. It is vital to provide them with training to increase the motivation for work.

4) An efficient leader.

Furthermore, to retain good workers, one should exclude the possibility of discrimination. Thus, the staff should include both male and female members. The imbalance in the workforce can provoke conflicts and employees’ desire to find another job. Moreover, it is crucial to keep good relationships between workers for them to feel comfortable at the working places. It is also necessary to mention that The Equality Act presupposes an equal payment for women and men for the same job. One should also avoid unfair promotional decisions. Not only men should be in the managerial positions. Obviously, gender inequality is one of the reasons of leaving work by the qualified employees. It is a usual thing that men receive higher salary as they occupy leading positions. The companies should avoid this negative practice and give the equal opportunities to both genders.

Another reason for the loss of the qualified employees is a conflict between generations. The employers can treat young and older generations of workers differently. However, it can lead to the loss of the talented staff members. The main gaps between different generations of employees refer to such factors as age, developmental stages and experience. The employer should evaluate retired workers and young specialists equally as both can be of great worth for the company. Generational differences provoke some challenges for both sides. Consequently, the main task of the leader is to be tolerant to both groups of individuals and promote their interaction and collaboration.

A good leader should also appraise the performance of all the employees to encourage them to work better. One has to ensure the staff members have high morale and effective working environment that benefit or deter from the work. Undoubtedly, modern facilities in the place of work simplify the fulfillment of responsibilities. Consequently, innovation processes can also retain a qualified employee.

Additionally, pay and working conditions play the essential role when it comes to keeping the valuable staff members. Rewards, bonuses, and good salary can become the driving forces for employees in making a decision about the work. Low payment and lack of appraisals can lead to their dissatisfaction, low motivation and low productivity. Thus, the employer can use pay and working conditions to retain the workers. One can distinguish many ways of rewarding employees to increase their performance and encourage them to stay in the company. First of all, they like financial rewards in the form of bonuses for their effective work. Without a doubt, the employer cannot make them very high but every success in work should be evaluated. The financial rewards are the most powerful ways for encouragement and retention of the productive staff. The problem is that not every organization can afford constant bonuses due to the lack of money.

However, there are other ways of encouragement to stay at a job. First of all, it can be the promotion. Secondly, it can be written appraisals. Thirdly, one could promote ownership. Moreover, the leader of the company should be sensitive to the relationships between employees as the strong staff members can discriminate the weak ones who can be more qualified, skillful and talented. One should achieve respect in the workplace as this is also a step to the efficiency of the organization. All conflicts have to be fairly solved. Furthermore, the leader should be always objective.

As it was mentioned, respect is one of the reasons why people do not want to lose their work. The negative attitudes between staff members make them leave their jobs and find more peaceful atmosphere. The relationships between employees should be regulated on the basis of ethics. Deception, information suppression, lying, violation of rules, and abuse of power are absolutely inacceptable. The qualified workers should be evaluated and morally supported. Ethics and professional behavior are the foundation of workplace that encourages employees to work better. The feeling of respect between an employer and employees can be seen in paying a good salary, caring about workers, promotions and appraisals.

Contracts refer to other factor crucial for the retention of employees. It is important to provide the lucrative agreements that will mean reliability and trust. The leader should remember that there are many rival companies that complicate the situation with the recruitment of staff. Consequently, one should write down all working conditions in the contracts with the workers and remember that temporary contracts make employees leave for the sake of competitors. Moreover, such agreements prove the unreliability of the working place.

Inconsistency in adopting new practices and a large number of responsibilities can also encourage employees to leave the work. Quick growth of new practices makes them difficult and complicated for staff. It is evident that innovative developments are necessary for the company but they should be consistent. Otherwise, one can experience the failure and loss of the qualified employees. The organization should provide training and learning to the staff to help them to implement these improvements efficiently. Generally, adopting business practices should be strategic and well-planned and correspond to the responsibilities of employees.

Without a doubt, every employee wants to get a good salary. However, the company can provide it only to the most skillful and qualified ones. A high pay is a must when it comes to retention of the efficient worker. The problem is that not every staff member works in the same way. As a result, equal payment is not possible as it leads to misunderstandings and conflicts. The leader of the company should use proper conflict resolution techniques to solve such issues. One recommends the implementation of flexible system of promotions and merits for those who work better than others and are more qualified and hard-working.

The company should also provide the legal implications for the good employees. There are numerous legal scenarios which force workers to quit their jobs. To retain them, one should be tolerable and improve working conditions. The Civil Rights Act of 1964 prohibits practicing employment discrimination. If an employer wants to keep the employees, he/she should control any discriminatory activities. One should mention that it is an employer who can either protect the rights and interests of all staff members or not. Legal and regulatory frameworks minimalize unfair and wrongful dismissals, reduce the discrimination at workplace, enhance the job security, and provide assurance in the financial aspect.

Finally, the company should provide the ethical implications for good employees. Poor ethical decision making is unacceptable for the qualified workers. Moreover, the leader should follow the code of ethics to build a creative and qualified team. The cost of losing good employees is too high. First of all, it leads to the decrease of the productivity and performance. Secondly, it causes a lack of the creative ideas. Consider the time (and costs) required to recruit, interview, hire, assess, train, and integrate new employees to replace the ones who have left. It means that the company will feel the consequences immediately if it loses the most qualified staff members.

In conclusion, one should say that one can retain a qualified employee with the help of appraisals, promotion, good salary, bonuses, promotion opportunities and favorable working conditions. Meaningful and challenging work, the sense of being an important part of the team, opportunities for learning and promotion and efficient leadership are the factors that influence the attitude of the individual to his/her work. Discrimination, unequal treatment, conflict between generations are the reasons that force the person to leave the working place.