Keeping Talents

Abstract

Knowledge workers today are characterised by high professional engagement and low commitment to their employers. These highly-qualified employees are looking for opportunities for their professional and personal development and if the organisation is not satisfying their requirements and needs, they change the employer. Subsequently, many worldwide organisations face the problem of high turn-over of their personnel, and lose time and efforts when hiring new employees. Therefore, special emphasis is paid on talent management and attraction, as well as creating an attractive and motivating organisational environment. Many researchers have considered what are the characteristics of a good employer, what attracts the employees, and have focused on the employers branding as a tool for raising employers image and for attracting talented employees. The main goal of this paper is to contribute to the development of an organisational environment that facilitates employee engagement with the organisation and motivation for high performance and creativity at work. The paper presents four patterns (Figure 1): TASKS DISTRIBUTION, LEARNING AND GROWTH, PERFORMANCE RECOGNITION, EFFECTIVE LEADERSHIP. It is closely related with the patterns presented at VikingPLoP 2017: EMPLOYER BRANDING, EMPLOYEES AS AMBASSADORS, EMPLOYER-EMPLOYEE FIT, MEETING EXPECTATIONS. Furthermore, the paper extends the pattern INFO-CULTURE CHANGE discussed at VikingPLoP 2014, as part of a pattern language on Knowledge Management.