Each of the TalentKeepers' 10 Leadership Retention Competencies is made up of a number of components. Please see below for each competency, the definition of each competency, and two of the components for each competency.
| Trust Builder |
Creates a sense of trust with team members.
Components include:
| • |
Doesn't blame. |
| • |
Tells the truth. |
|
| Retention Monitor |
Watches for signs that team members might be thinking of leaving and takes the correct actions to keep them.
Components include:
| • |
Monitors changes in team
members' work patterns as indicators of propensity
to leave. |
| • |
Monitors employee retention
practices of other local employers. |
|
| Retention Expert |
Believes in the importance of employee retention and has the knowledge and expertise necessary to retain his/her team members.
Components include:
| • |
Understands that employee retention impacts customer service and customer retention. |
| • |
Creates with each team member a sense of belonging to a larger entity. |
|
| Talent Developer and Coach |
Develops and coaches team members to help them grow resulting in a greater commitment to the organization.
Components include:
| • |
Provides training and supports learning experiences for team members. |
| • |
Encourages team members to stretch in terms of development. |
|
| Communicator |
Practices two-way communication with team members by sharing and asking for information to improve employee retention.
Components include:
| • |
Communicates to team members the criticality of employee retention. |
| • |
Solicits and values feedback
from team members regarding his/her retention
practices. |
|
| Esteem Builder |
Gives team members responsibility and freedom to act.
Components include:
| • |
Encourages team members
to initiate employee retention-oriented behaviors. |
| • |
Doesn't micromanage. |
|
| High Performance Builder |
Creates conditions that encourage and reinforce high levels of team member performance.
Components include:
| • |
Makes team members feel
valued. |
| • |
Believes that
encouraging high performance enhances employee
retention. |
|
| Climate Builder |
Makes work and the workplace enjoyable and satisfying.
Components include:
| • |
Develops ways to make
work and the workplace enjoyable and fulfilling. |
| • |
Creates achievable
short-term goals to optimize sense of accomplishment. |
|
| Flexibility Expert |
Recognizes and takes into account the needs and views of each team member.
Components include:
| • |
Responds to special requests in times of team member need. |
| • |
Is cognizant of work-life
balance concerns of team members and behaves
accordingly. |
|
| Talent Finder |
Given the degree to which the organization expects him/her to be involved in finding and selecting new team members, is effective at it.
Components include:
| • |
To the effect he/she formally plays a role in the process, is effective at sourcing and selection of job candidates. |
| • |
Gauges the applicant's job stability, i.e., propensity to leave. |
|
