Difficulties of organizations to retain their talent -

Looking for the best competition "Collaborators" are in constant motion, seeking opportunities more interesting, more challenging conditions, where they feel more motivated. They need to feel recognized and rewarded and to refuse a tempting offer. This turnover has cost millions to organizations in terms of annual losses, not to mention the wear of the management team by recruiting, qualifying and improving their employees and their successors, only to see them go then.

"Heads shine, and work hard to keep their teams motivated. Leaders have a high degree of humility and their teams are always motivated, because the leaders love to let others shine." - J.B.Xavier

Much has been made to retain the man in the organization: private pension plan, language courses, postgraduate and MBA, fitness or gym work, agreements with several country clubs and leisure facilities, improved pay, just to name a few charged by the investment market. But what is the most appropriate practice for each case? How to retain our talents? How to tell if the current HR policies are not only wasting the company money?

Plenty of models, examples and practical suggestions, remember the four factors Leigh Branham:

We have a team of consultants, consisting of multidisciplinary professionals, able to develop programs suitable to the motivation of health research raised in the company / client.

Motivational Themes
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