Comment retenir ses talents ?

Your talents are leaving you: what to do?

Right now, attracting the right talent into your company is not enough: it is also important to keep them. Integrating and retaining an employee in the long term in your company is called talent retention, in human resources… And it has become a real challenge!


If your employees leave you, there are certainly several good reasons to go elsewhere. In addition to questioning yourself and analyzing the situation to understand where the problem is, it is better to act quickly. Indeed, apart from the loss of this person who will have to be replaced and whose successor will have to be trained, in addition to his skills which will be lacking in the short term, a departure often announces several others. A snowball effect is sometimes observed in the departure of some key employees of the company. It is therefore important to take the question quickly and seriously: What to do? How to react?

Communicating with the company’s employees, having an open and transparent mind would be a winning attitude in many cases. Understanding why one or more employees are leaving you will allow you to rectify the situation and act on certain aspects of the company’s HR policy. It may seem simple, but it is rarely put into practice in reality! An exit interview will allow you to understand the decision-making factors of the outgoing employee(s). Of course, this can only work if communication is transparent between the parties.

Here are a series of key questions to ask in order to better understand the problem: Have there been any unfulfilled promises that would have caused a disappointment to an employee? Did a project go wrong? Is the atmosphere within the company or a particular team bad? Is there too much pressure or is there a shortage of staff on some projects? Is the management team in place good? Do managers have a good view of your employees’ skills? Do your employees feel recognized and use their skills according to their potential? Are they paid in line with the market salary? Do they have enough freedom of operation and autonomy in their daily work? Do they have a vision of the future, of the evolution of their role, of the future prospects that go hand in hand with those of society? Do they share the values of society?

Broken promises are often a real trigger for employees to leave their jobs. Feeling betrayed, an employee tends to want to leave quickly, trust broken and the desire to go elsewhere. Inadequate remuneration in relation to the market or a feeling of non-valuation of skills are other decision-making drivers. But be careful, offering a good salary is certainly not enough to keep the skills in-house, far from it! It should be noted that a lack of fit with the company’s corporate culture and its intrinsic values is also often a major cause for resignation. Because beyond the job, there is the feeling of common values, of belonging (or not) to society. This allows employees to accept and live with more understanding certain more difficult periods because they know why they are fighting, why they are working. They know the meaning, the evolution of the company, in which direction it is going and can therefore put it into perspective more. It is therefore worth noting that transparent communication on everyone’s values and expectations can help in many situations to integrate and involve employees.

Exploiting the skills of employees and giving them responsibility and autonomy in their daily work is also one of the most important points in retaining the high potentials of your structure. Human resources and the direct manager have an important role to play in the dialogue and assessment of the internal skills of team members. If an employee feels recognized and free to function well in a given setting, he or she will often feel more valued and fulfilled. This notion is of course to be put into perspective according to the personalities and responsibilities in question.

A frightening observation: it is estimated that about 60% of employees consider themselves satisfied with their work and are not looking for a new opportunity but could be convinced to change jobs. The factors that encourage them to do so are mainly: better remuneration (not always in terms of salary but also in terms of the package such as more homeworking, a company car, etc.), a more interesting or meaningful project, using new skills, or a better location of work in relation to their home, thereby reducing travel time and offering a better balance between work and family.

If they decide to take the plunge, an exit interview with your outgoing employees is necessary in order to fully understand their motivations to go elsewhere. Answering these questions will allow you to better adapt your internal human resources policy and above all to work on retaining your talents over the long term. That’s what I wish you!
To conclude, do not forget that an employee who leaves you becomes one of your ambassadors on the job market and that he or she participates in the creation of your employer brand!