When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
This powerpoint gives advice on how to motivate your employees/keep you staff.
For business advice visit: www.pathwaytogrow.co.uk/blog
For business, management, coaching and leadership training visit: www.thecoachingcollege.co.uk
To speak to someone directly:
Call: 0121 707 0550
E-mail: info@pathwaygroup.co.uk
When stakes are high, Employees need something more than their salary and usual tea-snacks... they need Engagement and Motivation (read it as INSPIRATION)
What is modern employee engagement and why is it important? With key stats and quotes from industry experts and professionals, we look at how you can create and maintain an engaged culture suitable for 21st century businesses.
This powerpoint gives advice on how to motivate your employees/keep you staff.
For business advice visit: www.pathwaytogrow.co.uk/blog
For business, management, coaching and leadership training visit: www.thecoachingcollege.co.uk
To speak to someone directly:
Call: 0121 707 0550
E-mail: info@pathwaygroup.co.uk
18 warning signs you need to be a better manager... plus tips to improve!Halogen Software
Even the best managers are always looking for ways to improve (that’s what makes them great). No matter what your weaknesses are, we have tips – 18 of them – that will help you be your best.
Some of these managerial missteps may sound familiar:
- You constantly change your mind about project direction
- You say you keep an eye on things; your employees say you micromanage
- You're never wrong, no matter what happens
- You avoid dealing with employee issues until the situation gets out of hand
Check out this SlideShare, 18 Warning Signs You Need to be a Better Manager, and make it your year to shine as a manager.
How to motivate your staff and improve employee moraleDexcomm
How to Motivate Your Staff and Improve Employee Morale
Upon hire employees form perceptions about their new workplace. Negative perceptions can lead to disengagement very quickly and prompt new hires to look for another job within the first year of employment. Some studies show that turnover can cost up to 250% of an employee’s salary. That’s expensive!!!
At Dexcomm, we believe that engagement practices are vital in efforts to engage our staff and improve employee morale. One of the many challenges in today’s workplace is retaining top talent and keeping them engaged. We work hard to capitalize on our human capital because they are our greatest assets. We’d like to share some of what we’ve learned about engaging our employees and improving employee morale. We hope our tips can help you strengthen your team and capitalize on your greatest assets.
This eBook will provide:
•Five easy ways to help make a great first impression on your new hires
•Fun ideas for engaging your staff
•Ways to enhance your organization’s culture and improve employee morale
•Creative non-monetary benefits to attract and retain top talent
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
Taking Your Coaching to the Next Level with Personality TypeDoris Füllgrabe
Coaching, goal setting, change management, realizing our potential - they all go hand in hand. Every person approaches change differently, is motivated by different goals, and has different development needs. This presentation helps coaches to a) use their own Type preferences effectively to uncover their blind spots, and b) use their client's Type preferences effectively to connect more deeply and support their transformation. Also included is an introduction to Matrix Insights, a new software that offers preference descriptions, comparative Type reports, and personalized development strategies and action items in one platform. Contact doris at building the life you want dot com for a demo and a complimentary license.
Top 10 Tips for Motivating Your EmployeesMark Wardell
When business owners try to change the behaviour of their employees, they often use money as a motivator but rarely does it work and when it does, the changes are typically short-lived because the old habits eventually return. Today’s business tip is to make sure you’ve got the right people in the right positions with the right set of goals first, then you can worry about compensation…
Reduce employee turnover - Help your employees quit their day jobPhilip Williams
In this presentation I'm going to take you through a key leadership approach that allows respected leaders like Tony Hsieh and Gary Vaynerchuk to reduce employee turnover.
Motivating employees is one of the most important challenges managers face today. With increased competition and changing attitudes, having motivated employees is crucial to increased productivity and the ultimate success of a company.
To learn more just click on on view a presentation designed and prepared by: Shaima Sharafi
No matter what business you’re into, what products or services you cater to, it’s essential to know that your most important inventory walks in and out of your office door every day and if you want to remain competent, hiring and retaining the best people is paramount. This is where ‘onboarding’ comes in picture. Contrary to the conventional approach, onboarding is not all about getting a few forms filled, orienting new hires about organization’s hierarchy, rules, regulations, reimbursement procedures, leave policy etc., it is more about the strategic orientation of the organization (especially HR) to decrease turnover by increasing engagement.
https://thinktalentindia.com/practice-land.html?practiceid=26&practicing=engage
18 warning signs you need to be a better manager... plus tips to improve!Halogen Software
Even the best managers are always looking for ways to improve (that’s what makes them great). No matter what your weaknesses are, we have tips – 18 of them – that will help you be your best.
Some of these managerial missteps may sound familiar:
- You constantly change your mind about project direction
- You say you keep an eye on things; your employees say you micromanage
- You're never wrong, no matter what happens
- You avoid dealing with employee issues until the situation gets out of hand
Check out this SlideShare, 18 Warning Signs You Need to be a Better Manager, and make it your year to shine as a manager.
How to motivate your staff and improve employee moraleDexcomm
How to Motivate Your Staff and Improve Employee Morale
Upon hire employees form perceptions about their new workplace. Negative perceptions can lead to disengagement very quickly and prompt new hires to look for another job within the first year of employment. Some studies show that turnover can cost up to 250% of an employee’s salary. That’s expensive!!!
At Dexcomm, we believe that engagement practices are vital in efforts to engage our staff and improve employee morale. One of the many challenges in today’s workplace is retaining top talent and keeping them engaged. We work hard to capitalize on our human capital because they are our greatest assets. We’d like to share some of what we’ve learned about engaging our employees and improving employee morale. We hope our tips can help you strengthen your team and capitalize on your greatest assets.
This eBook will provide:
•Five easy ways to help make a great first impression on your new hires
•Fun ideas for engaging your staff
•Ways to enhance your organization’s culture and improve employee morale
•Creative non-monetary benefits to attract and retain top talent
How to Build an HR Team People Actually Want to Come toOfficevibe
How to Build an HR Team People Actually Want to Come to, by Julie Jeanotte, Engagement Specialist at Officevibe.
Some key takeaways :
- The importance of spending time in the field
- Seeing humans, not workers
- Take the 'resources' out of human resources
This presentation has been done at the HR Virtual Summit, by Bamboo HR in November 2018.
6 things you're doing to demotivate your staffSandglaz
Before looking at ways to motivate your staff, you must look at how you demotivate them. You might not even be aware that what you do demotivates your staff.
Disenchanted employees skyrocket turnover rates, often leaving companies without the workers they really needed to retain.
While most employers make the mistake of thinking that money will improve any issues related to employee motivation, you probably know by now that money usually doesn’t buy employee happiness.
What does? Helping employees feel in control of their environment. So what are you doing wrong, and how can you motivate your staff again?
Full recording: http://bit.ly/1mcEgQD
This slideshare shows why our employees are often be distracted and how to get them back on track. By looking at what drives employee engagement, your teams will learn how to "be in the zone" more often.
There's a lot of nonsense talked about employee engagement and a lot of people think you can get it be throwing a few incentives around. They're wrong.
Ultimately employee engagement is simply a choice. It's a choice between how you want your organisation to thrive.
So ask yourself - do you want to engage your people or eliminate your people? It's up to you.
Taking Your Coaching to the Next Level with Personality TypeDoris Füllgrabe
Coaching, goal setting, change management, realizing our potential - they all go hand in hand. Every person approaches change differently, is motivated by different goals, and has different development needs. This presentation helps coaches to a) use their own Type preferences effectively to uncover their blind spots, and b) use their client's Type preferences effectively to connect more deeply and support their transformation. Also included is an introduction to Matrix Insights, a new software that offers preference descriptions, comparative Type reports, and personalized development strategies and action items in one platform. Contact doris at building the life you want dot com for a demo and a complimentary license.
Top 10 Tips for Motivating Your EmployeesMark Wardell
When business owners try to change the behaviour of their employees, they often use money as a motivator but rarely does it work and when it does, the changes are typically short-lived because the old habits eventually return. Today’s business tip is to make sure you’ve got the right people in the right positions with the right set of goals first, then you can worry about compensation…
Reduce employee turnover - Help your employees quit their day jobPhilip Williams
In this presentation I'm going to take you through a key leadership approach that allows respected leaders like Tony Hsieh and Gary Vaynerchuk to reduce employee turnover.
Motivating employees is one of the most important challenges managers face today. With increased competition and changing attitudes, having motivated employees is crucial to increased productivity and the ultimate success of a company.
To learn more just click on on view a presentation designed and prepared by: Shaima Sharafi
No matter what business you’re into, what products or services you cater to, it’s essential to know that your most important inventory walks in and out of your office door every day and if you want to remain competent, hiring and retaining the best people is paramount. This is where ‘onboarding’ comes in picture. Contrary to the conventional approach, onboarding is not all about getting a few forms filled, orienting new hires about organization’s hierarchy, rules, regulations, reimbursement procedures, leave policy etc., it is more about the strategic orientation of the organization (especially HR) to decrease turnover by increasing engagement.
https://thinktalentindia.com/practice-land.html?practiceid=26&practicing=engage
Retaining employees is one of the core HR functions.
To understand how we should improve retention, we must look into the reasons why people leave their employments.
Five Stressors Managers Face and Tips for How to CopeJhana
Managers face stress everyday. At Jhana, we’ve worked with, interviewed and helped a lot of managers, so we notice the stressors they talk about the most.
Because of the research that we do, we also have great tips on how to help managers relieve the particular stressors that they face.
Executive Summary
Research by AON Hewitt tells us that nearly half of the world’s employees are not engaged, and that each disengaged employee costs your organisation an average of $10,000 in profit annually.
Why is employee disengagement so high? Is it something all organisations just have to “live with” or is there a way of managing it and perhaps converting disengaged employees into team members who are happy and enthusiastic about their work?
There are many benefits to having a workforce that is engaged in their work.
Employees who are actively engaged in their work:
• are happier and less likely to move on to another competitor
• tend to feel less stressed and call in sick less
• feel that their actions matter so are more likely to work diligently which increases quality and productivity
• have positive attitudes about their company, management,
co-workers and customers making them more likely to share their time and talents and bring their best ideas and creativity to their workplace
Unfortunately, the recent climate of economic uncertainty has thrown many organisations into turmoil as they struggle to make changes so they can maintain a competitive foothold in the marketplace. It is the employees who are feeling the strain as their employment or promotional prospects look shaky and internal communications dry up while senior executives work out how to deal with the situation. That’s where employee disengagement enters.
In this paper we pose the following questions:
• Is your workforce destined to remain disengaged?
• What does that do to your business performance?
• More importantly what does it do to morale?
• Is disengagement contagious?
• Is it systemic?
• What can you do to overcome disengagement?
We found that in many cases, employee disengagement is a systemic organisational issue. It is caused or aggravated by out-dated systems which ignore the basic needs of the employee and exist primarily for the benefit of the business. It’s an old strategy which is well past its use-by date.
Successful organisations have identified the main factors behind disengagement and have begun to address them. They have realised that their leaders hold the key to employee engagement because they are the meeting point between employee and organisational needs.
Leadership Key Whitepaper 2015 by LeadershipHQSonia McDonald
Research by AON Hewitt tells us that nearly half of the world’s employees are not engaged, and that each disengaged employee costs your organisation an average of $10,000 in profit annually.
Why is employee disengagement so high? Is it something all organisations just have to “live with” or is there a way of managing it and perhaps converting disengaged employees into team members who are happy and enthusiastic about their work?
There are many benefits to having a workforce that is engaged in their work. Employees who are actively engaged in their work:
• are happier and less likely to move on to another competitor
• tend to feel less stressed and call in sick less
• feel that their actions matter so are more likely to work diligently which increases quality and productivity
• have positive attitudes about their company, management,
co-workers and customers making them more likely to share their time and talents and bring their best ideas and creativity to their workplace
Unfortunately, the recent climate of economic uncertainty has thrown many organisations into turmoil as they struggle to make changes so they can maintain a competitive foothold in the marketplace. It is the employees who are feeling the strain as their employment or promotional prospects look shaky and internal communications dry up while senior executives work out how to deal with the situation. That’s where employee disengagement enters.
In this paper we pose the following questions:
• Is your workforce destined to remain disengaged?
• What does that do to your business performance?
• More importantly what does it do to morale?
• Is disengagement contagious?
• Is it systemic?
• What can you do to overcome disengagement?
We found that in many cases, employee disengagement is a systemic organisational issue. It is caused or aggravated by out-dated systems which ignore the basic needs of the employee and exist primarily for the benefit of the business. It’s an old strategy which is well past its use-by date.
Successful organisations have identified the main factors behind disengagement and have begun to address them. They have realised that their leaders hold the key to employee engagement because they are the meeting point between employee and organisational needs.
Next-level Coaching: Breaking the Law of Limited PerformanceIntegrity Solutions
Coaching is key to helping managers achieve long-term organizational learning outcomes. But myths and misconceptions about coaching often limit managers’ effectiveness – and, ultimately, the performance of the people they should be coaching. Learn how to break the law of limited performance. Help your managers uncover their fundamental motivations for coaching, and give them the tools to develop a more productive leadership style.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
Why do front-line managers fail and what can be done to avoid failure? We polled our experts to identify our top five most common management derailers. They are:
1. Poor interpersonal and communication skills
2. Inadequate leadership skills
3. Resistance to change
4. Inability to deliver expected results
5. Inability to see beyond their functional silo
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...
Retention strategies
1. WHY EMPLOYEES LEAVE ORGANIZATIONS
"People leave managers not
companies”
Managers
People don’t leave jobs, they leave managers. If employees don’t get along with their
managers, don’t like them or don’t respect them, they will leave a company despite a
high salary or great benefits. A bad manager is a big factor in employee performance. A
good manager, no matter the salary, will inspire loyalty
Gallup Organization. The study surveyed over a million employees and 80,000
managers and was published in a book called "First Break All The Rules". It came up
with this surprising finding:
If you're losing good people, look to their manager .... manager is the reason people stay
and thrive in an organization. And he 's the reason why people leave. When people
leave they take knowledge,experienc e and contacts with them, straight to the
competition.
2. Mostly manager drives people away?
HR experts say that of all the abuses, employees find humiliation the most intolerable.
The first time, an employee may not leave, but a thought has been planted. The second
time, that thought gets strengthened. The third time, he looks for another job.
When people cannot retort openly in anger, they do so by passive aggression. By
digging their heels in and slowing down. By doing only what they are told to do and no
more. By omitting to give the boss crucial information. Dev says: "If you work for a jerk,
you basically want to get him into trouble. You don 't have your heart and soul in the
job."
Different managers can stress out employees in different ways - by being too controlling,
too suspicious, too pushy, too critical, but they forget that workers are not fixed assets,
they are free agents. When this goes on too long, an employee will quit - often over a
trivial issue.
Talented men leave. Dead wood doesn't.
3. Constant Reorganization
Companies that seemed to reorganize every six to nine months don’t have a good
retention rate. Their upper management gets shifted into different positions, managers
are changed and even business units are renamed. Almost every time a reorganization
happens, people get laid off. This creates an environment of uncertainty and people
don’t feel like they can lay down roots.
Negative Competition
Competition is good, gladiator wars aren’t. Pitting people and departments against each
other does not encourage people to stay. Some people thrive in all stressful
environments, most don’t. Why do you think there are so many articles about how to
manage stress? People will leave a job if stress makes them ill.
Lack of Support
Do you communicate with your employees? Have you sat down and created a plan for
their growth within the company? Has that plan been implemented after sign-off? If a
manager doesn’t take the time to know his employee and foster growth, people will feel
unappreciated. Do you know what unappreciated people do? They walk
4. every organization has key people they simply can’t afford to lose. And, they are not
always your top executives – I know, hard to believe right! If you don’t know who these
top performers are, and take careful steps to retain them, they may put your organization
in great peril. To add to Renee’s thinking, here are 10 practical retention steps that can
help keep you competitive in the marketplace.
For starters, have you even identified your most key employees? I know everyone will
say yes but unless you’ve written their names down on a list entitled “Key Employees
you must retain” you really can’t develop a comprehensive retention strategy.
Have you talked to them; even better, have you listened to how they view their current
challenges and immediate career prospects? Lack of challenge and the lack of career
opportunities are two of the top reasons why key employees depart for greener pastures.
How often do your key people get an audience with senior executives to understand and
as importantly, discuss the company’s performance, immediate challenges and long
term strategy? Key employees like to be in on the action and to see ways they can
influence the future direction and success of the enterprise.
How often do your key employees attend mind expanding seminars or work on special
projects outside of their day to day job? Key employees need to experience growth
opportunities.
How well and how often do key employees get rewarded for their extraordinary
contribution? It’s been said that this 20% of your workforce does 80% of the work – you
better be sure they feel rewarded and recognized. It’s not always the money but don’t kid
yourself, the money matters and some other firm would be more than happy to give them
a nice increase and signing bonus to steal them away.
5. Do you know how your key employees feel about their immediate Manager? A weak
manager is one of the top reasons a key employee will leave an organization.
How often do you sit down with key employees to review expectations, performance and
get to know them? Key employees are wired to exceed expectations. The more they can
see how their contribution makes a significant contribution, the longer you can keep
them engaged. And don’t minimize the importance of building a relationship. It’s the
relationship you develop that will keep the lines of communication open and avoid
surprises.
How do you show trust, commitment and respect for your key employees? These are the
behaviors that build loyalty.
How do you ensure accountability for retaining key employees? This can’t be an HR
Program. Each executive needs to be accountable for retaining these most valuable
assets.
Do you have a key employee retention plan that gets reviewed at least quarterly?
Without a plan with clear outcomes, the retention of key employees is left to chance.
I’m sure there are other ideas for retaining key employees and it would be great to hear
them! If you claim retention to be a top priority, you can demonstrate that commitment by
what you do, not by what you say.
6.
7.
8.
9.
10. Retention Strategies
In order to retain employees and reduce turnover managers must meet
the goals of employees without losing sight of the organization's goals,
thereby creating a "win-win" situation.
