How to retain top talent
« Without ambition, there is no talent. »
Nina Berberova
The pandemic: a trigger for rethinking life and values
The pandemic sparked deep reflection on our ways of life and values. The succession of lockdowns made us realize that the routine running our daily lives wasn’t inevitable, and that a true balance between professional and personal life was entirely possible. Remote work, online meetings, flexible hours, just to name a few changes, gave us a renewed sense of freedom in how we manage our time and mobility.
“It’s not hard work that is boring, it’s superficial work.” — Edith Hamilton
At Porsche in Stuttgart, Germany, the head of the works council, Uwe Hück, identified two major shifts: a demographic shift causing a shortage of skilled workers, and a cultural shift marked by very different expectations from the new generation. Previously, key factors for job candidates were salary, employer prestige, and career prospects. Today, personalized work organization and personal development are just as important. Hück notes:
“Only with flexible working hours can motivated teams design and produce intergalactic cars.”
And the results speak for themselves: Porsche increased productivity by 15%.
But how do you attract and retain highly qualified, motivated employees?
There are four essential factors that influence someone’s decision to apply for, stay at, or leave a company:
1. Recruitment
This is the first point of contact and says a lot about your company’s structure and operations.
2. Employer Branding
Make candidates want to join your team. Transparency and clear communication of your values and philosophy are essential.
Address the new expectations of candidates:
Project a positive, young, and dynamic image on social media.
Don’t underestimate reviews from former employees, candidates check them and even reach out to former staff. Transparency is key.
Reflect this transparency from the start: offer video interviews instead of requiring in-person meetings.
3. Team Integration, Organization & Atmosphere
Work environment, team structure, hierarchy, and flexibility all matter, and are deeply interconnected.
A modern, pleasant workspace and flexible schedules are key to an appealing environment.
Flexibility is critical for maintaining a motivated and committed team.
After a professional onboarding, ensure new hires feel welcomed and heard. Group activities and events are excellent tools for fostering team spirit.
Never stop communicating, at all levels. Old-school top-down management is outdated.
Today’s leaders need trust, active listening, and empathy.
“ Talent needs to be managed.” — André Siegfried
4. Personalized Support
This ensures each person finds the right role and responsibilities.
A good manager should be demanding without causing stress.
Adapt your approach to different personalities and help your team grow.
Regular communication — including feedback after each task or milestone — helps motivate and empower your team.
Replace hierarchical rigidity with transparent, cross-functional management.
Give your team autonomy, responsibility, and influence.
Invite them to give input on internal processes, tools, and working conditions.
Participation and training policies are powerful sources of motivation and employee recognition.
A culture of freedom and responsibility: the Netflix example
Reed Hastings, Netflix co-founder, describes in his book “No Rules Rules” a radical management style: no rules, based on freedom and responsibility, aiming to maximize talent density.
This includes:
No limits or reporting on vacation time
No cap on expense reports
Minimal top-down control
Radical transparency and open feedback
Very high salaries, as long as creativity and performance remain high
Ongoing training: the key to growth and motivation
Ongoing professional development boosts motivation and productivity. Give your employees the sense of being capable, professional, and well-equipped. Listening to their needs allows you to craft a personalized development plan, be it professional training, coaching, or team support.
Today’s younger generation is more eager to learn and grow than to follow a rigid career plan they don’t believe in.
Beyond Salary: What Really Matters
Salary is a powerful performance driver , but it’s not the only motivator. According to a study by OpinionWay, the #1 reason people stay with a company is the proximity to home (39%), while salary only comes in fourth.
The new candidate is demanding, and that’s a good thing
They’re looking for work conditions that enable personal fulfillment:
A good salary for financial security
A clear development plan and meaningful challenges
Interesting work that promotes professional growth
A flexible schedule that allows for personal development
Nothing less.
But the benefit is mutual: you’ll gain a motivated, high-performing, loyal, and happy employee, grounded in both life and work. And this will help you attract, retain, and succeed in your transformations and challenges.
#recruitment #management #development #ambition #leadership