If you're involved in your company's recruitment or HR processes, you likely understand the disappointment of losing top-performing employees. After investing much time and effort in nurturing their skills, watching them resign can be not only disappointing but also costly for the organization.

In the sales industry, retention can be an especially challenging issue, with top performers being constantly courted by rival companies. According to a survey by PayScale, more than half of employees would leave their job for a small salary increase, while nearly 70% would leave if they felt underpaid. One of the main reasons for this challenge is the discrepancy between what salespeople think they will receive and what they get. This can be due to a lack of clarity in the compensation plan, inaccurate calculations, or multiple variables that can affect earnings. The frustration among salespeople can lead them to feel undervalued and seek other employment opportunities.

To prevent this from happening, organizations need to start prioritizing employee retention. By keeping employees happy and engaged, businesses can benefit from improved work satisfaction, increased productivity, and a more attractive company culture. So, what steps can you take to retain your top hires, and what are the benefits of doing so?

First, what is employee retention?

Employee retention refers to an organization's ability to keep its employees for a significant period. It measures how well a company can keep its workforce satisfied and motivated, preventing them from leaving for other job opportunities. Employee retention is essential for any organization, as high turnover rates can be costly and strongly disrupt operations. A high retention rate, on the other hand, helps maintain a stable workforce and contributes to a positive work culture, enhanced productivity, and increased employee engagement.

But, why should companies bother about retaining employees?

Your employees are your most valuable assets. Retaining them must be your top priority. According to a report by Gallup, engaged employees are 17% more productive and 21% more profitable than their disengaged counterparts. Additionally, high-performing employees are often the most difficult to replace, so retaining them can help maintain productivity and efficiency high within your organization.

Moreover, a Society for Human Resource Management study shows that the costs associated with employee turnover can be significant. Direct replacement costs can be as high as 50%-60% of an employee's annual salary, and the total cost of turnover can range from 90% to 200% of the annual salary, depending on the expertise and experience required for the role.

Clearly, the cost of replacing top performers easily outweighs the cost of retaining them. This reinstates the importance of employee retention.

ICMS can help you retain top talent

Now that we have established the importance of retaining great talent and hiring let us explore how an Incentive Compensation Management System (ICMS) can enhance retention rates. 

ICMS is a software-based solution that enables organizations to manage and streamline their compensation and benefits administration processes, creating an equitable, transparent, and efficient compensation management process. This, in turn, leads to increased job satisfaction, employee retention, and overall organizational success.

Here is how ICMS can help you retain top talent in your organization:

1. Designing effective incentive plans: Designing incentive plans that are attractive to employees and effective in driving performance can be challenging. ICMS helps structure incentive plans in a way that aligns with the organization's goals while also considering employees' needs and desires.
   
2. Keeping employees at the core of your incentive plans: ICMS can help HR professionals and managers identify and address employee challenges or concerns related to compensation, enabling them to take corrective actions promptly. This can lead to a positive work environment where employees feel heard and valued, increasing employee retention rates. 
   
   90% of workers said they are likelier to stay at a company that takes and acts on feedback. (Achievers)

3. Offering data-based, personalized growth plans: ICMS can facilitate the establishment of customized career development plans and employment opportunities based on their skills, experience, and aspirations. This can help managers and employees feel valued within the organization, and lead to increased job satisfaction and retention.
   
   58% of workers said their companies didn't currently have enough growth opportunities for them to stay long-term. (Randstad)

4. Ensuring transparency: ICMS can help establish a fair and transparent compensation system that rewards employees based on their performance and contribution to the organization. This can create a sense of equity and motivate employees to perform at their best, leading to higher job satisfaction and employee retention.
   
   21.5% of employees that don't feel recognized when they do great work have interviewed for a job in the last three months — compared to just 12.4% that do feel recognized. (TINYpulse data)

5. Real-time data and insights: ICMS can provide real-time data, insights, and what-if analysis that allow for companies to remain flexible and competitive when it comes to incentive compensation management, making it less likely for employees to leave the organization.

Final Thoughts

At the risk of sounding like a broken record, employee retention is crucial for any organization's success, and investing in the right tools and processes can make all the difference. 

Informa Software’s Incentive Compensation Management System (ICMS) can help organizations retain top talent by creating an equitable and transparent compensation system, designing effective incentive plans, offering personalized growth opportunities, ensuring fairness, and staying flexible. By prioritizing employee retention and leveraging the flexibility delivered by ICMS, organizations can reap the benefits of a highly engaged and productive workforce while avoiding the costs associated with high turnover rates.