Trust, benefit, learning, growth, and appreciation are all mixed together. The leader should be able to work well with others, appreciate their contributions, and inspire others with encouragement and rewards. Above all else, communication is the key. Maintaining contact with employees, being aware of the difficulties and obstacles they are facing, providing help in any way you can, and having faith in them to produce the greatest results are all essential.

Building trust is key. This works at 3 levels. 1) Set the right expectations for the job for new hires. Be absolute transparent in what it would and would not be. Avoiding surprises and heartburns is good start 2) Be a coach and help your direct reports grow to be good people manager. Being fair, transparent and logical to make people see and appreciate diverse viewpoints is must to be cascaded at every level. 3) Empathy in dealing with people is must. With mental wellbeing a key concern today, people managers must be trained to handle these issues and communicate effectively. 4) Encourage innovation, creativity and balanced risk taking without fear of being ridiculed. Again , be a coach to help people realize their potential.

Remuneration is important, but the public sector isn’t always competitive on this front. Meaningful work, community connection, learning & development, flexible working arrangements, career progression opportunities and a great work culture are also key to attracting and retaining talent.

Begin with trust. Trust your best people for they will deliver their optimum when trusted. An organization’s best assets need constant challenge, have strong strategies and goal. They would enjoy being part of it, designing, developing, planning and executing the same. Stop micro managing if you want your best to stay. Micro managing leads to frustration, mistakes, lack of motivation and trust.

Keeping employees happy in a competitive market involves factors like fair compensation, opportunities for growth, a positive work environment, recognition, and work-life balance. Regular feedback and communication also play a crucial role. As every organization is unique, tailor these strategies to your company’s culture and the preferences of your employees. Regularly assessing and adjusting your approach based on feedback and evolving market trends will help you maintain a happy and motivated workforce.

Comp and development go hand in hand! Show your employees how they can increase pay by developing new skills. Development can include tuition assistance, courses, and seminar. However, for low cost employers can also use internal mentors, job shadowing, and giving employees stretch projects with a resource for assistance when needed.

To retain the best talent in a competitive job market, focus on: Competitive Compensation: Offer competitive salaries and benefits to match industry standards. Career Growth: Provide opportunities for advancement and skill development. Work-Life Balance: Promote a healthy work-life balance to reduce burnout. Employee Recognition: Acknowledge and reward outstanding performance. Company Culture: Foster a positive workplace culture that values diversity, inclusivity, and employee well-being. Flexibility: Allow flexible work arrangements, such as remote work or flexible hours. Communication: Maintain open and transparent communication channels. Employee Feedback: Encourage feedback and act on it to show you value their input.

1. Giving employees autonomy on the job reflects the level of trust you have in their ability and potentials. 2.Creating emotionally safe place for them at work 3.Having a total rewards system not only commensurate to the job they do but at par with their peers in the industry. 4. Career progression and development. Having a culture that promotes upward career trajectory based on performance. These four points, I believe will make your best people stay for the longest time.

Skill development is vital, yet Neurodivergent individuals often face their own challenges. Paradoxically, highly successful Neurodivergent employees might have their difficulties dismissed. Identifying strengths and challenges is a workplace shortcoming. Employers lack awareness and scaffolding skills, hindering proper support. Moreover, the emphasis on addressing challenges over nurturing strengths perpetuates this. A shift towards focusing on strengths and providing necessary support is crucial for unlocking the potential of Neurodivergent talent.

It is vital to invest in your employees growth and development. Mentoring and coaching is just important as it forms part of the growth process.

Everyone looks for recognition and growth......every small effort needs to be hailed....and growth path needs to be shared...and yes...people dont leave organisations...they leave bosses

A 2023 study from "Birkbeck University of London" for "Neurodiversity in Business Charity" highlights Neurodivergent talent's top concerns: #psychologicalsafety and #careersatisfaction. Psychological safety involves respecting their unique perspectives, enabling open communication, and valuing critical thinking. Career satisfaction means recognizing their skills, strengths, and contributions. Unfortunately, many Neurodivergent individuals lack these, leading to low #selfesteem, poor #employeeexperiences, and high #turnover despite their qualifications. This highlights the importance of fosters inclusion and welcoming of diverse thingers

To drive a positive and inclusive culture, we need to start with the Company's Values which needs to filter down from Top Management. Be honest and transparent. This will build trust

Silent gratitude does not help anyone! Say thank you. Send a note. Don't wait for the big shin dig to acknowledge your people!

Taking a broad and inclusive perspective, numerous studies emphasize the value of daily recognition and attentive employee engagement. Successfully implementing these two elements substantially enhances performance.

You can say Thank You in so many ways. A simple Thank You can mean so much to someone. Give credit where credit is due. Reward your employees by buying them something small for a job well done. Look at Long Service Awards

Flexibility plays a pivotal role. Employers and managers must possess the skills and patience to adjust to Neurodivergent work styles and preferences. The challenge lies in the often binary management approach, stemming from familiarity with homogeneous teams. Consequently, this misstep inhibits the cultivation of diverse thinking and dialogue, ultimately leading to an unsafe work environment.

Being flexible and adaptable has made employee's more productive. In most cases the trust relationship is stronger. A Work-Life balance should always come first.

Having top talent connects and coffee sessions with leadership definitely helps the best talent to feel motivated and inspired. With every promotion cycle this needs to be done.

Unfortunately, many employers have retained this idea that an employee who brings a request for a raise or shares they are open to other job opportunities gets a strike against them. Don't you want to know? We need shift to more honest conversations about the job, culture, and benefits. If an employee is looking elsewhere, why? What would the impact to your organization be? The response may be the company does want to do more to retain this person, but it could also be that person has outgrown the organization or job. Personally, I prefer to know what my employees are thinking well in advance. No manager should be surprised when they get that resignation notice! Yet, so often I heard, I had no idea.

Majority of the world hire for knowledge. But if you stop to think a second, the knowledge are unbalanced, and you can see that is partially discriminatory because doesn’t depend on how good we are, sometimes depends on the effort of your family, from the sources they have. If I went to a great school a great university, if I had the money to go in Ivy League university or to do a master I will have better chance working for LinkedIn, Google, Apple etc. why? Because in general those people are better prepared, they have possibilities to have more knowledge. They invested for that and they are leaving for a better offer, as any investment. If you stop this process and hire for capacity and give chance you will have more loyal employees.

In my experience, work life balance is of utmost importance and your team potential and creativity is at its peak if their work life balance is incorporated into your organizational values. Secondly, studies have shown that individuals will more likely stay in an organization that provide opportunities for growth and rewards high performance.

One thing I find that is missing is transparency. Do your high performers know their status? Do your poor performers know their status? We expect our teams to behave like adults but treat them like kids when it comes to information regarding and affecting them.

To keep the best talent, prioritize creating an inclusive and safe environment, hiring for both culture fit and culture addition, offering competitive compensation and unique benefits, investing in leadership development, granting appropriate autonomy, and upholding a strong brand that aligns with promises. By fostering an atmosphere where employees can thrive and contribute meaningfully, organizations can not only retain top talent but also establish themselves as sought-after employers. In essence, the mission is to provide the conditions for employees to flourish and make a significant impact. This approach not only retains talent but also positions the organization as a top choice in the fiercely competitive talent landscape.

Start by selecting a talent whose behavior matches the company's culture. People who are connected to values endure more bad times and help others to understand the environment.