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 Skilled
and driven creative professionals are apt to make career moves in any environment — and
drive up your firm’s rate of employee turnover. If an employee’s job isn’t a
source of fulfillment, they may already be searching for their next opportunity. Follow these
five tips to help prevent top talent from leaving:
- Ask questions and listen attentively. Meet one-on-one with your
employees and candidly ask if they are satisfied with their job. Many people will
respond in truth to a direct question. Listen carefully and explore remedies
that work for both parties.
- Review salary, perks and benefits. Compensation is often a top
factor for employee turnover. Consult
The Creative Group 2021 Salary Guide
to make sure your salary offerings, perks and
benefits are on par with (or better than) competitors in your area.
- Show you take concerns seriously. If you sense an employee is
looking to leave because they want more challenging work, consider offering
responsibilities that would stretch their skills or provide virtual training
opportunities to support professional growth.
- Say thanks. Always remember to recognize people for their
good work. Prompt, sincere and specific praise provides an emotional lift and
shows staff that you’re paying attention to their efforts and appreciate their
contributions.
- Provide support. You can’t expect top performers to work
at or beyond capacity for sustained periods. When workloads spike,
consider bringing in consultants or freelancers
to provide much-needed support to your core team.
Learn how to identify the warning signs an employee may be leaving by visiting
The Creative Group blog.
The Creative Group (TCG) specializes in connecting creative,
digital, marketing, advertising and public relations talent
with the best companies. More information can be found at
roberthalf.com/creativegroup.
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