PMO | How to Keep the Talents

Team turnover can result in significant losses for an organization. It disrupts ongoing projects and negates the investments made in your resources. When multiple employees leave at the same time, the impact can be even more severe. As a PMO manager, it is essential to take proactive steps to prevent this situation and retain talent, particularly your most skilled team members. This is crucial for achieving your current objectives and ensuring long-term success. Here are some suggestions on how to effectively retain talent.

• Building Trust  Talented employees want more than just compensation; they seek respect, value creation, and a trustworthy leader who can guide them toward a successful career. The foundation for keeping your talent lies in establishing trust. This trust begins with respecting their knowledge and skills. To do this, it's important to listen to their ideas. While it's okay to disagree, you must take the time to understand their perspectives, engage in discussions, debate ideas, and explain your decisions. If you notice that a team member is hesitant to express differing opinions, this should be a red flag—it may indicate that they don't feel comfortable speaking to you. Always be truthful with your team. Share your vision so they can genuinely connect with your beliefs. 
• Keep Promises Moreover, it's crucial to keep your promises; don't make commitments you can't fulfill. Remember: if your team dislikes or trusts you, they will likely leave.
• Be inclusive. Make sure everyone feels valued and empowered to succeed. Ask them about their suggestions and feelings about working in the group. A question like "How could this fail?" Create a safe and stress-free community to share their thoughts. 
• Define Clear responsibilities. (warm, connection, compassion, how are you doing? What went well? What's not? How do you feel about the work?) Show interest, care, and pay attention. Assign tasks with pressure, but the team has the skill and capacity to accomplish them. Give work that demands hard work but not burnout. 
• Be a role model. You must do what you say, especially what you require others to follow. Do it yourself in both your words and actions. 
• Help them plan their career path so everyone in your team has a successful career and happy life. Ask, ' What is one thing you need from me to make you successful at work? "Give opportunities to learn and grow. Ask, "What excites you about the future?" to steer them in the right direction. Plan to learn something every week. Ask them what they learned. 
• Give credits. Praise your people publicly for their achievements. Each achievement takes hard work. Each accomplishment is worth celebrating. This is a tangible action to make them feel happy. Life is short. Everyone should only enjoy every moment. You become a cheerleader who supports them in learning, empowers them to achieve, and keeps them from failing to learn. Backup if they make mistakes. Your sincerity will pay back with their loyalty, and they will be delighted working with you as they feel the success themselves.
• Make the work fun. Ask them to share ideas and have fun. (lean to free services) Monthly Fun Day. 

Make retaining your top priority. Make your team know you care about their success. Your sincerity in winning their heart and minds will pay back. On the other hand, build a system with well-defined onboarding and ramp up the process to minimize the impact of personal change. ​