Como desenvolver uma estratégia de retenção que vá além dos incentivos monetários para seus principais talentos?

Adoptar una política de Total Reward, que vaya más allá de los incentivos monetarios, es clave para retener a los mejores talentos. Esta política debe incluir una combinación de compensaciones financieras y no financieras, como beneficios de salud, bienestar, equilibrio entre trabajo y vida personal, y oportunidades de desarrollo profesional. La sinergia de todos estos elementos crea un entorno de trabajo atractivo y motivador, fomentando la lealtad y el compromiso de los empleados.

One particular instance involved a promising young coach who felt overlooked for promotions. Through our new program, we identified his strengths and areas for improvement, pairing him with a seasoned mentor and providing leadership training. Within a year, his performance improved significantly, and he was promoted to a higher coaching position. Actively investing in our staff’s professional development, we not only retained our top talents but also created a more motivated and engaged workforce. This initiative transformed our organizational culture, making it a place where employees felt valued and saw a clear path to their career growth.

Having a successful career is dependent on the ability to successfully solve problems. Talented individuals want to continue to improve and they want to see growth. By giving individual more responsibility and more opportunities to expand their skill set, they become a more marketable asset to future employers. Even if talented individuals can be paid more in their current position, we can help them prepare for their next position which will be even more financially rewarding.

Here are some strategies: - Career development and growth opportunities: professional development ; career pathing ; mentorship programs - Recognition and appreciation: regular acknowledgment ; awards and honors ; personalized appreciation - Work-life balance: flexible work arrangements ; time off policies - Engaging work environment: inclusive culture ; team-building activities ; open communication - Empowerment and autonomy: decision-making authority ; innovation encouragement - Health and wellness programs: wellness initiatives ; healthy workplace - Strong leadership: effective leadership ; leadership development

This has to be the #1 question for every college coach since approval of NIL agreements for athletes. A corporate strategy which we must hope transfers to sports is understanding an athletes "why" and their "what's next". We focus a lot on the why. I think it's important to support and coach to the what's next. What classes, training, resources, and contacts will they need to succeed after sports and how do we help them get there. Create a road map to what good looks like off the field or court. Make an investment in their long-term growth.

Acknowledgement is key. It doesn’t have to be a structured program. It can be as simple as a thank you email. All employees want to be “seen” and recognized no matter the level. In our company we have a staff program where an employee is recognized once a month and at the end of the year, they are recognized in front of the entire organization. It’s really a great program and all it’s all inclusive. Our team loves it.

Implementar programas de reconocimiento y recompensas bien pensados y diversificados puede transformar la cultura de una organización deportiva. Al centrarse en la gratitud, la humildad y la amabilidad, y al proporcionar "momentos especiales" a los empleados, se puede fomentar un entorno donde cada miembro del equipo se sienta valorado y motivado para dar lo mejor de sí mismo.

El EGO de nuestro equipo es importante para mantener a un grupo valorado y apreciado. Desde reconocimientos y premios públicos, hasta la mejora de los incentivos o dietas, incluso ofreciendo un mejor espacio de trabajo, se potenciará la retención y lealtad de tu equipo.

One effective approach is to invest in employee development programs. A Gallup poll indicates that 87% of millennials rate "professional or career growth and development opportunities" as important to them in a job. 🌱 Companies can offer continuous learning opportunities, mentorship programs, and clear career progression paths. This not only enhances employees' skills but also makes them feel invested in the company's future.

Work-Life balance is up to the individual as well. The smartphone | computer doesn’t drive you, you drive it. Years ago, I started this habit and it still works today. When I’d get home from work after a long day and commute, I’d plug my smartphone in and place it upside down. It was a nod to remind myself that I controlled it and not vice versa. It worked and continues to work. There should be a clear level of understanding with your team in what is a priority. It’s up to them to get it done and if they can’t, they should feel comfortable in asking for help. In a healthy work culture, asking for help is not a sign of weakness, it’s a sign of strength.

Si combinas una política de Total Reward con una política de Total Escucha y una política de Total Empatía, puedes crear un entorno de trabajo donde los empleados se sientan valorados y respetados. Esto no solo mejora su satisfacción y lealtad, sino que también fortalece la cultura organizacional y posiciona a tu empresa como un empleador de elección.

Inspire a sus empleados al permitirles dedicar parte de su tiempo a proyectos propios (que no tengan nada que ver con su dia a día pero que puedan beneficiar a la organización) o transversales. Por ejemplo, Google (y ya otras empresas) permiten a sus empleados dedicar el 20% de su tiempo a proyectos que ellos mismos elijan, fomentando la creatividad y la innovación. Este enfoque no solo mantiene a los empleados motivados, sino que también puede generar ideas y soluciones innovadoras que beneficien a la organización en su conjunto.

Your top talent should always get the newest and hardest projects that’s a reward. How is it a reward? You are entrusting them to do something other than their daily duties in their role. Years ago, the Head of Creative and Content Management and I were given a task to put together a pitch deck to get a very high profile event to the arena where we were working. It took us out of the sport we worked on every day, we were immersed in a new environment and boy did we learn. It made us better. We didn’t get the event however to e knowledge we gained was invaluable.

Acredito que mostrar confiança no profissional é fundamental. Ações como atribuir responsabilidades que estimulem o crescimento profissional e pessoal, alinhadas às suas habilidades e interesses, por exemplo, motivam os profissionais. Permitir que se proporcione oportunidades de aprendizado contínuo e desenvolvimento de novas competências, reconhecendo suas contribuições e valorizando seu impacto no sucesso da organização fazem com que o profissional se sinta altamente valorizado.

Permitir que tu equipo emprenda proyectos con iniciativa propia dentro de la empresa es fundamental para mantener un trabajo atractivo, con nuevos desafíos y sin tanta monotonía. Entender que algunos de esos proyectos pueden no funcionar, pero dar la oportunidad de probar y aprender, ayudará al equipo a corregir y crecer con más fuerza. Este enfoque también forma parte del aprendizaje empresarial.

Teamwork doesn’t work if there isn’t trust, communication and empathy. The trust comes from focusing on the work and rowing all in the same direction. Time and time again. Process defines success. When the members of the team understand and embrace their role and everyone is operating at 100 percent that where the magic happens. Communication. Keeping others informed. Sharing the knowledge of what you know. Knowledge is power and when you share it you are making other better. Empathy. You don’t know what your teammates are going through at any given moment. What is happening outside of work. Be patient and kind.

Entendo que o primordial é começar cultivando valores como respeito, colaboração e confiança mútua entre os membros. Fatores como comunicação aberta e eficaz, troca constante de ideias e feedback construtivo, metas compartilhadas, celebração de conquistas coletivas criam laços fortes entre as equipes, sejam eles atletas ou profissionais de áreas administrativas. É importante que se pratique a inclusão, valorizando a diversidade de habilidades e experiências também.

Desenvolver o pessoal em um clube no Brasil exige uma abordagem abrangente. Coisas como investir em programas de capacitação contínua, oferecendo cursos, workshops e treinamentos específicos, estímulo de uma formação acadêmica e profissional, criação de um ambiente de trabalho positivo, promovendo a comunicação aberta e o trabalho em equipe. Entendo que estas ações são importantes para que os profissionais tenham desenvolvimento no país, quando se fala em esporte.

To develop a retention strategy beyond monetary incentives for your top talent: 1. Foster Team Culture: Build a supportive and inclusive team environment where players feel valued and connected. 2. Professional Development: Provide opportunities for skill development and career advancement (coaching, board room management). 3. Recognition: Regularly acknowledge and celebrate individual and team achievements (end of season awards) 4. Work-Life Balance: Promote a healthy balance between work and personal life. (bring family to training days once a month). 5. Open Communication: Maintain transparent and open lines of communication to address concerns and feedback.

Desenvolver uma estratégia de retenção para talentos do futebol no Brasil além dos incentivos monetários requer foco no bem-estar e desenvolvimento dos atletas. Invista em infraestrutura de ponta, como centros de treinamento modernos e suporte médico de alta qualidade. Ofereça programas de desenvolvimento pessoal e educacional, possibilitando a continuidade dos estudos e formação acadêmica. Crie um ambiente de equipe positivo e colaborativo, promovendo uma cultura de respeito e inclusão. Incentive o desenvolvimento de habilidades de liderança e participação em decisões estratégicas do time. Além disso, valorize a família dos atletas, oferecendo suporte e benefícios que contribuam para a estabilidade e satisfação fora dos campos.