#talent-retention

#talent-retention

After the great resignation and quiet quitting, organizations are scrambling to retain top talent. They're trying everything from increasing salaries and expanding perks to offering greater flexibility. Yet many companies are still losing the very people they can least afford to lose: their highest performers. This is not primarily a compensation problem. It is a development problem. Research consistently shows that high achievers are not leaving because of pay alone.

Southeast Asia should be well-placed to thrive in a more geopolitically complex world. The region is rich in natural resources, has a young and increasingly wealthy population, and maintains economic and trade links with major economic powers like the U.S., China, India and the Gulf Cooperation Council. Yet during the Fortune Innovation Forum in Kuala Lumpur on Tuesday, Asia Partners co-founder Nicholas Nash challenged Southeast Asian entrepreneurs to be much more ambitious in their aims.

The NWSL imposes a hard salary cap on each of its teams, in stark contrast with top European leagues such as those in England, France and Spain. NWSL GMs are loud and clear here: The salary cap, even with built-in risers over the coming years, is a problem for the league. This year, GMs were so emphatic about the cap issue that 10 of the 15 GMs interviewed named the salary cap as the rule they would change,

The House of Lords Science and Technology Committee's second report into the UK's failure to retain and scale science and technology firms has described the government's visa policies for global talent as "counter-productive". With the Trump administration's $100,000 fee for high-skilled workers' H1-B visa, the committee has urged the government to 'roll out the red carpet' for talented scientists and entrepreneurs who want to come to the UK, rather than red tape.

Flexible working is key to career development, enabling people to stay in tech while balancing personal needs, Sophie Weston said. In her talk at QCon London, she mentioned that flexibility widens the pool of potential talent and enables keeping the best talent. She also championed internal promotions and "squiggly careers," allowing role shifts, including in and out of management, to support long-term growth.

Milbank's decision to offer special summer bonuses ranging from $6,000 to $25,000 for associates reflects a strategic approach to attract and retain talent in a competitive legal market.

Three quarters (75%) of legal employees want support with energy bills or discount vouchers for food shopping as part of their workplace benefits packages.

Many companies are facing an exodus of talent, particularly among neurodivergent professionals who report feeling unsupported. Immediate action is needed to address this crisis.

Bringing the outdoors inside has been shown to boost mood, creativity, and mental clarity.