Retaining your high performers in an unstable job market

Welcome to our fortnightly update of all the latest articles on leadership and high-performance teams.

This week I’ve included some focused articles on retaining key staff in 2015. Recent research has found that many employees are starting to think about moving jobs in 2015. As a result, it’s essential that you’re ahead of the curve in thinking about ways to engage high performers.

As always, any feedback on the articles is very welcome. What strategies are you putting in place to retain key staff this year?

Kind Regards,

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Employee engagement depends on what happens outside of the office
New research has revealed that many of the root causes of employee engagement may actually be found outside of the workplace. (Harvard Business Review)

Prevent your star performers from losing passion
Ignoring executives who operate in a silent state of continual overload can lead to toxic effects. This article discusses a solution to retain high performers and keep them from burning out. (Harvard Business Review)

More than 1 in 3 employees will look for a new job in 2015 if they do not receive a pay raise
This Glassdoor employment confidence survey reveals that 35% of employees will leave their jobs if they do not get a pay rise in 2015. The 2015 job market is likely to see some movement, with job market confidence reaching new highs. (Glassdoor)

Retaining high performers in 2015
The task of retaining staff this year is likely to be more difficult, with many employees planning to move jobs in 2015. This article details some of the actions that you can take to keep your top performers. (HR Review)

Speaking while female
When a woman speaks in a professional setting, she’s either barely heard or she’s judged as being too aggressive. Businesses need to find ways to interrupt this gender bias and encourage women to be heard in the workplace. (New York Times)

Forget Myers-Briggs: To Build a Great Team, Focus on ‘Factor C’
Recent research has revealed that the “collective IQ” of a group can predict team performance. This “Factor C” method predicts team performance better than traditional measures of individual intelligence. (LinkedIn)

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