As a PMO leader, you invest a lot of time and energy in onboarding project managers. You want them to stay and help the organizations. However, keeping talents is always a challenge for leaders, especially if you don't have bonus and promotion options. We give you four suggestions to keep your talented people.
Give them enough responsibility. Talent people are problem solvers. They are motivated to solve new problems and don't want to waste their time on tedious tasks. It would help if you kept giving them challenging problems to solve and responsibility even if you can't promise a promotion. You will also be cautious not to over-promise any promotion before a concrete plan.
Ask for feedback and suggestions. Talented people are innovators. They keep looking for improvements at work. You can ask for their input and advice to show your respect for their capability and bring an opportunity to give them new motivating responsibilities.
Affirm their values. Your respect and confirmation of their contribution is a reward. If they did anything significant, appreciate them for their work openly and give praise.
Enable them to improve. You can help your talent grow by offering information, training, or tools to improve and learn new skills.
You would consider applying these evaluations as a routine in your 1on1 meetings with the team, which helps void missing early signals of your talent considering leaving.
Give them enough responsibility. Talent people are problem solvers. They are motivated to solve new problems and don't want to waste their time on tedious tasks. It would help if you kept giving them challenging problems to solve and responsibility even if you can't promise a promotion. You will also be cautious not to over-promise any promotion before a concrete plan.
Ask for feedback and suggestions. Talented people are innovators. They keep looking for improvements at work. You can ask for their input and advice to show your respect for their capability and bring an opportunity to give them new motivating responsibilities.
Affirm their values. Your respect and confirmation of their contribution is a reward. If they did anything significant, appreciate them for their work openly and give praise.
Enable them to improve. You can help your talent grow by offering information, training, or tools to improve and learn new skills.
You would consider applying these evaluations as a routine in your 1on1 meetings with the team, which helps void missing early signals of your talent considering leaving.
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