Strategies for Identifying and Retaining Key Talent in Middle and Senior Management

Hi seniors,

I'm in urgent need of your help. Please give me a suggestion. In my organization, they want me to adopt strategies to retain the talented and key employees in middle and senior management of the organization as my firm is running in a loss. In this situation, my boss asked me to prepare a questionnaire to find out the key employees without consulting with the department heads. So I just want to know in what way I can frame questions and can anyone let me know some sample questions as it's for middle and senior levels.

Hi,

Please prepare a questionnaire or edit your organization's current feedback form to add questions related to how these key people feel about working in this organization, what their career plans/aspirations are for the next 3 years, how they would rate this organization in terms of salary level/job satisfaction/learning and growth opportunities, and what key factors they would look for in a job (will it be just money, learning opportunities, incentives, role/higher responsibility, span of control, good working environment).

The whole idea of this exercise is to understand what can motivate a person to stay on and give their best so that when the company turns around, they have a better chance than those who have left. Simultaneously, for the organization, it would be beneficial to retain the tenured and talented pool by perhaps giving additional responsibilities or implementing job rotations without any additional monetary burden, ensuring that key resources are retained through challenging times.

I hope you now have a clear idea of the questions with the overall objective in mind.

All the best.

Shashi Kant Dabral

Thanks a lot to Ravi and Shashi Senior for your suggestions. What you said is about retaining employees by finding out what is exactly lacking in the organization.

But my first step, which I have to proceed with, is to find out the talented employees for whom I need to adopt those retention strategies. This I need to find out only by the method of preparing a questionnaire without consulting with any of the employees or with the data of their performance ratings, which is the condition told by my boss.

As I'm new here, I don't know what type of questions will help me to filter out the talented employees alone. Moreover, this is a capital management company, and the cadre which I'm going to assess is Middle and Senior management employees.

So, help me with some of your valuable ideas to find out the talented employees.

Dear alamu._r,

Please find the attachment of the Retention strategy.