The retention of talent is becoming a critical issue for many companies no matter their size or industry sector.

This is where developing a compelling employer brand can play a significant role in your goal of attracting and retaining talent.

Remember that the reason most people leave an employer is not because of the rewards and benefits. You of course do need to ensure that your total rewards package is competitive.

Time and again research shows that most people leave an organisation because of factors other than pay and benefits these factors include the relationships they have with their manager and the people that they work with.

Here are five actions you can take today so that you enhance your ability to retain your people:

1. Understand the data make sure that you fully understand your current situation about retention. Take time to analyse retention statistics. For example, does this differ by job level, by function or even by manager or even by team leader? By understanding the current situation you can then take steps to address the situation. Make sure that your executive team are fully aware of the actual retention statistics and that while HR can support the action plan, the executive team should share the talent agenda as a priority to supporting the delivery of the business plan.

2. Recognise individual contribution very often employees will start to look elsewhere to develop their career if they are not feeling valued. Ensure that everyone in the team understands what their contribution is to the overall business strategy and that their contribution towards achieving it is recognised. That might be by referring to them in internal communications through your newsletter or by remarking on their contribution at a team meeting.

3. Make jobs meaningful review the content of the roles that you are asking people to perform. Ensure that you provide variety in the roles and look to enrich responsibilities. You might also consider swapping around accountabilities which will also provide you with additional cover and enrich the content of roles.

4. Play to strengths if we are engaged in tasks that play to our strengths, we are more likely to enjoy the role and our performance will be enhanced. Get to know the unique strengths of your people by asking them or having the complete a strengths audit. Then support you people in putting their strengths to work and playing to their strengths in the projects that you assign to them.

5. Build capability as most organisations continue to evolve and develop, so the capabilities you require of people change. Build a reputation for supporting internal career development so that your people grow while at the same time their skills are developed to meet the needs of the business.

By taking these five actions today, you will be enhancing your ability to retain your people and this in turn will contribute to you building a strong employer brand.