It’s not just about compensation.

It is often said that public sector and non-profit positions aren’t as competitive as those in the public sector given the compensation limitations. 

But a McKinsey report showed that while compensation is important to survey respondents in the public sector, “the top reasons for leaving are career development (45 percent of respondents) and  leadership (42 percent).”

That should be encouraging news for any public sector leader since it means that is a problem that leaders can solve.

While there are limitations in regards to compensation and promotions in the public sector, particularly in union roles, leaders can set aside time and resources to invest in their staff’s career development. 

Many teams use the summer to plan out their work for the upcoming year–use this opportunity to plan how you as a leader will use your time and resources to invest in your team. Do this planning work collaboratively with you team, asking them what their career goals are and what trainings and activities would help them to get there. 

Contact us below to discuss talent retention strategies.

Link to McKinsey Report: https://www.mckinsey.com/industries/public-sector/our-insights/shaping-tomorrows-talent-agenda-for-the-public-sector