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1-You can discuss with your employee freely what their goals and company growth where their future career growth can be gained.
2- Advise HR department of retention program for top performance staff that will help
3- Introducing new responsibilities that has financial benefits.
Your questions seems to suggest your company is not offering a good salary structure, and/or cannot match that offered elsewhere. That would indicate some problems with your retention programme for high performing employees.
So you will have to be more innovative, hoping that your high performing employees are interested in other things besides money (most of them are, but it will almost certainly be other things as well as decent salary, rather than other things instead of a decent salary). Key here is to talk to your employees and actually listen carefully to the messages they convey. Likely you could use one or more of the following (or others), depending on what the employee has indicated is important to her/him:
- Promote that your company offers greater stability than "low profile firms".
- Offer opportunities to take on projects that allow creative expression and a chance at internal (within the company) and external recognition.
-Offer opportunities to develop or enhance leadership skills and credentials.
-Create chances to be part of something that creates a legacy (of fame/prestige).
-Propose schedules that allow better work/life balance.
- 'Tie' them to the company through share incentives.
Discuss with staff about their plan and as well company long term plan and career growth and let staff know the importance about the brand and future growth .
I will let him know that working with a good/ renowned firm/ brand in low wages is better than working in a low slandered brand with high pay. As it will not boost your CV or career in long run.
discussing with employee about their objectives or goals they looking for it & give them promise them to achieve
High achieving employee expects higher salary and benefits. The company is commercial not charity organization. The company should pay the employee as per his achievement or should let him switch.
" The decision is absolutely yours, however i strongly suggest you weigh your options in terms of continuity and job security. These two assets are major hallmarks in our company and that is the prime reason why many of our team members feel safe and secured with us.
