China businesses have advanced quickly, and the set-up and logistics nightmares of a few years ago are already fading into memory. The new challenges are higher up on the org chart – how to hold on to the heavy lifting managers who keep your departments operating. There also needs to be a way of engaging your younger class of high-potential new super-stars who have recently joined your team.

You are familiar with key accounts and key suppliers. Time to apply the same principal of unfairly-excellent service inside your own shop.

Retention plans can be broad or narrowly focused. China managers and owners are familiar with the scattergun approach, but should now start introducing a more selective tack as well.

1) Tell them that they are on your radar.

This has a number of great results. First, it gives them some hint as to your thinking. Your new superstar may have no idea you think he has potential. This also gives you an opportunity to test the waters and find out if this person is worth the investment. Are they planning on running their family business in a few years? Or going back to business school? Have an honest dialogue with any high-potential young manager and find out how they feel about being fast-tracked for a higher management role?

2) It’s not supposed to be fair.

You know this – now they have to. You will be treating some members of your staff differently. They will get better compensation, better opportunities and more responsibility. Some of your young managers may find this stressful. Others will become power-crazed monsters. You will need to manage both,

3) Get them more involved.

One of the most frustrating periods for an up & coming manager is being told he’s being groomed for great things while he’s still sitting in a cubicle. Don’t send mixed messages. Development means activity. Get him involved in training & supervising others. Look for ways to increase his customer contact. Encourage input on strategy issues.

4) Better perks.

Senior management looks like a club from the outside, so use that to your advantage. Start paying for things like training and education outside the office – or maybe even in another city. Travel to trade shows and exhibitions can be win-win, since he’s doing something exciting – and you don’t have to go yourself. Give him a little discretionary spending and a wider range of decision-making authority.

5) Make them part of the family.

Or better yet – make their families part of the family. Get involved in the kids’ education or family healthcare plans. Financial planning is pricey, but nothing keeps your guy’s head in the game like a stable, healthy household. Once you have the wives and children on your side, the retention battle starts to look winnable.

This entry was posted on Friday, November 9th, 2007 at 8:42 am and is filed under Training & Development, HR, Managing in China. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.