Dealing with positive staff performance

In this article, Derek Stockley discusses the importance of providing feedback to staff as part of an effective employee retention strategy and approach.

The importance of positive feedback

The current discussions about the national skills shortage in Australia highlight the importance of good staff retention policies and practices.

I know a recent case where a talented young employee only received positive feedback when he gave his notice.

His manager was disappointed, as the organisation had identified him as a staff member with potential and had great plans for him.

As he said, “It would have been good if you had told me”.

He was (is) a typical career conscious young employee concerned about his future career growth and income prospects. Although he enjoyed his work, he had been lured away by another organisation’s active recruitment strategy. It was in another field, but he felt the long-term career prospects were much better.

The move would probably not have occurred if he had been fully briefed on his future career prospects with his existing employer.


Staff can be viewed as an operating cost or an investment.

When good staff are identified, conscious steps should be taken to nurture and support their growth. This is part of a good retention strategy.

Participation and involvement helps. Supportive policies help.

“Feeling in on things” is good. Letting staff know how they are going is essential.

It is much more effective to keep and develop good staff than continually recruiting new staff.

Related articles

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Employee survey results – adding value through extra analysis – this article highlights research findings on key leadership behaviour which dramatically improves performance.

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Individual and organisational performance – the key issues involving performance, both at the individual and organisational level.

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