Talent Retention Strategies in Restructuring: Enhancing Employee Engagement and Performance
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Talent Retention, Restructuring, Employee Well-being, Recognition at Work, Flexible Work, Emotional Intelligence, Human Resources, Company Culture, Employee Engagement
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Abstract
Boost employee engagement and retention with effective talent management strategies. Discover how recognition, flexibility, and emotional intelligence can drive company success. Learn about the importance of employee well-being programs, health insurance, and restructuring approaches that prioritize talent retention. Explore the three dimensions of work meaning: objective achievement, value alignment, and self-realization. Unlock the potential of your workforce by understanding the challenges and opportunities in talent management, and create a work environment that fosters motivation, productivity, and growth. Optimize your organization's performance by investing in employee engagement and retention strategies that work.
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[...] In the context of human resources, employee retention is therefore the process of retaining employees within a company. According to Chaintreuil et al. (2022), it is also a measure of a company's ability to retain its current employees in the case of employee retention rates.9. Employee retention is important in an organization in that employees are one of the most valuable resources of a company and their sales can have a significant impact on productivity, costs, and company culture as Marc Salez reminds us in his article (2015)10. [...]
[...] Stress was mainly linked to overwork and strict deadlines. The greatest importance given to performance therefore comes from the increasing relevance of concepts such as the emotional quality of the work environment30 (Nicolas et al. 2016), work-life balance31 (Kilic, 2014), individual well-being combined with job satisfaction32 (Barthod-Prothade, 2012) and the increasing difficulty that results for companies to attract and retain resources if these dimensions are not sufficiently occupied33 (D'armagnac et al. 2016). Furthermore, the difficulties of attraction and retention were previously more focused on the most in-demand talents or figures on the market. [...]
[...] In this, in her article on the subject, Nathalie Estellat (2015) shows that the organization must be able to rely on a set of reliable instruments to evaluate talents 'correctly' at all times.8. And it goes without saying that the evaluation process depends on a fair return of information from the hierarchical superiors (Estellat The multitude of observations gives a more complete image of the exact expression of the respective forces that are relevant to the company. B. The notion of talent retention Starting from a simple definition, the term 'retention' means to retain or conserve something or someone. [...]
[...] Giving recognition months after the work has been done does not have the same meaning as when it is given in a timely manner. A late appreciation can even be artificial, or even a last-minute attempt to regain the trust of employees. Make employee recognition a priority and plan ahead to avoid missing the opportunity to recognize your employees' achievements. That's why we think it's relevant to conclude our discussion by mentioning the concept of emotional intelligence at work. This refers to the ability to recognize, understand, and manage our own emotions, as well as the emotions of others, in the work environment (Chanlat, 2003)86. [...]
[...] From the improvement of working conditions Employees must feel confident to communicate their thoughts to their managers, HR representatives, and leadership. It is essential to establish appropriate communication channels and monitor, improve, and open new ones if necessary68 (Joly, 2009). There should be a way to address all employee concerns and inform them of the solutions adopted. Employees must clearly know where their efforts will lead them, at what stage of the career path employees are and what awaits them. [...]
