What can you do to make sure your employees are happy, and ultimately, not jumping the fence to the next organization? In the midst of expanding litigation over Silicon Valley’s common practice of “No Poaching Amongst Friendly Rivals” recruiting rule, I think it’s important to emphasize that a retention strategy is a defensive strategy.
What this culture looks like depends on your talent and what matters most to them. Is it your benefits or promotion process? Or maybe it's your communication transparency? My advice to companies that are worried about retention is to focus on "how do I make this company a great place?" rather than, "what do I need to do so people do not want to leave?"
How do I make sure my company is perfect for all my talent?
Steve is one of Silicon Valley’s hottest properties when it comes to people, talent, culture, and team skills training. Prior to launching his own firm, Steve served as VP of Talent at LinkedIn from 2009 through 2012, taking the company from a private firm of 400 employees, through an IPO and into the powerhouse that it is recognized as today with over 5,000 employees.