How do you keep your best people from leaving?

Richard Hodgson

CEO, PizzaExpress

In order to create an experience that fosters life-long loyalty from our team members, I follow a simple philosophy of combining knowledge, skill and confidence in equal balance, just like how we would create a delicious pizza. At PizzaExpress, it’s important that our team is properly inducted with us and that is why in my view, team training is our top priority to ensure that they deliver excellent service to our customers. On top of nurturing an internal structure that promotes progression and development, I regularly engage with the needs and wants of our team to support their development. I want to make sure that our team is well-equipped to support each other as well. It’s about helping our team achieve their aspirations and I believe it’s also important to recognize their successes.

Foo Siang-tse

MD, Quann

Companies are built not just on the best people, but on all employees – every person plays a part. It is therefore vital to adopt a holistic approach to retention and development, especially in cyber security where talent is scarce. Aside from recruiting passionate people who have a genuine interest in the company’s business, it is imperative for organizations to have a clear training and development framework to ensure that employees are able to upgrade their capabilities and stay relevant. It is critical to provide all employees, especially the top performers, a clearly defined career development framework and multiple career pathways, where they can take on roles across business units. Communication is another area that is key to staff retention. It is integral that there is transparency on expectations, working standards and the company’s high-level direction to make employees feel valued.

Veera Sekaran

MD, Greenology

Unlike the coveted banking or finance sector powered by polished individuals in crisp suits, the landscape industry is perceived to be on the opposite spectrum involving manual labour outdoors and is often labelled as unglamorous. Therefore, on an industry level, it is crucial for us to change this perception through ongoing education. On a company level, we need to continually innovate and invest in advanced technologies so that our engineers, architects and horticulturists can constantly upgrade their skill sets. Ultimately, we need to keep our best people engaged and challenged so they find the work they do meaningful. A preached-to-death but rarely executed principle is taking good care of your people. When you put your people’s welfare at top priority, your best talents will reciprocate in their commitment to your company.

Matt Kenley

Director - South East Asia & India, Costa coffee

I believe that company culture and career growth are key to retaining talent. Our teams spend a huge part of their lives with us, so if they enjoy spending time at work each day, it contributes to the success of our business. When it comes to career growth, employers need to create opportunities for employees at every level. It is important for companies to recognise that the new generation of talent doesn’t always want to grow careers in a linear fashion, which is why managers should work with employees to map out clear pathways to take their careers to exactly where they want it – whether that is to work in other markets, gain cross-functional experience, or simply move up the career ladder. The heart of our business is our people and understanding how we can make each individual successful is why I come to work every day!

Shashank Dixit

CEO, Deskera Holdings

I believe in transparency and delegation in order to retain talent. Transparency means having a open and honest work environment that is also fun, whereby constant feedback and assessment is provided. I find that my people become more engaged and invested as a result. Besides career advancement goals and growth opportunities, I also share where the company is going and make it a point to listen to their views, ideas and feedback, especially in the areas of innovation and improvement. Delegation means having the best people in the right roles while stretching them in terms of challenging and stimulating projects. Their passion, time and energy are of immense value and I believe in guidance and mentorship, and not micro-managing. At the end of the day, due to organisational transparency, good work is visible and will subsequently be recognised and rewarded.

Compiled by Rumi Hardasmalani

rumih [at] mediacorp.com.sg