Bond fans are gearing up for today’s release of SPECTRE, the twenty-fourth James Bond film which  features Daniel Craig in his fourth performance as James Bond and the spy’s encounter with the global criminal agency, SPECTRE.

For the purposes of this blog, let’s take a look M, or Lieutenant Colonel Gareth Mallory, the current Head of MI6. M may have locked horns with Bond on a few occasions, but comes to respect 007 and appoints him to take on the new villain Oberhauser. And if you take a look at the trailer, there’s no surprise why: Commander Bond really is a first-class spy that MI6 can’t afford to lose!

Employee retention in the Secret Service, or in any company, is critical to the long term health and success of a business. Retaining your best employees ensures customer satisfaction, product sales, satisfied co-workers and reporting staff, effective succession planning and building organisational knowledge and learning. So if managers know these facts so well, why do they sometimes behave in ways that so frequently encourage great employees to leave their jobs?

With this in mind, here are our 5 Top Tips to retain a great employee like James Bond!


Management thinkers all agree that a satisfied employee knows clearly what is expected from them every day at work. Changing expectations keeps people on edge and creates unhealthy stress.

They rob the employee of internal security and make the employee feel unsuccessful. This is not advocating unchanging jobs, rather just the need for an environment within which people clearly know what is expected from them.


Talent and skill utilisation is another environmental factor your key employees seek out in your workplace.  A motivated employee wants to contribute to work areas outside their specific job description.

How many people could contribute far more than they currently do?

How many people have untapped strengths?

You just need to know their skills, talent and expectations and take the time to tap into them.


When an employee is failing at work, try asking the question, “What is it about their work system that’s causing this person to fail?” Most frequently, if the employee knows what they are supposed to do, you’ll find the answer is time, tools, training, temperament or talent.

The easiest to solve, and the ones most affecting employee retention, are tools, time and training. The employee must have the tools, time and training to do their job well, or they will move on to an employer who provides them.


A commonly heard complaint or lament during exit interviews is that the employee never felt senior managers knew they even existed!

Take time to meet new employees and to learn about their strengths, talents, abilities and skills. Meet with each employee periodically. You’ll have more useful information and keep your fingers on the pulse of your organisation. It’s a critical tool to help employees feel welcomed, acknowledged and loyal.


No matter the circumstances, never, never, ever threaten an employee’s job or income. Even if you know layoffs loom if you fail to meet productivity or sales goals, it’s a mistake to warn of this information with employees.

It makes them nervous, no matter how you explain the information, even if you’re absolutely correct, your best team members will update their resumes.

This is NOT advocating that you keep solid information away from people; however do think before you say anything that makes people feel they need to search for another job.

For more Top Tips on retaining your best employees, visit the Creativedge ‘Top 10 Tips’ mobile App available for iPhone and Android smartphones:-

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