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Atricle Dump - Employee Retention: The 9 Key Strategies To Keeping Your Most Talented People
Phrases like “walk the talk” and “lead by example” are commonplace management and leadership language. These phrases provide frameworks for discussion on effective leadership. I’ve even used them in past articles. That said, I want to make the case today that it is not enough in today’s marketplace to simply “walk the talk” or “lead by example”. Both of these phrases lack the intent to change and improve. Change is always happening and continuous improvement is vital to our businesses today. Consider this alternative phrase instead: “Improve t
6. Offer a transparent system of pay & benefits
How you structure your pay, benefits and bonus depends on your business and your market – the key is that it must be clear and transparent. How much emphasis you place on these financial factors depends on the position the business is in, your marketp
Visa. Clearly one of the most known credit card companies, the Visa symbol is known worldwide. There are many different types of Visa credit cards offered, and this article will review some of them to give you a better feel for the company. Visa credit cards are not actually distributed by the Visa Company, merely banks that back up the Visa standard, so rates may be different.The Visa classic is one of the most commonly seen credit cards. It is an ideal first card that is simple, flexible, and usable worldwide. Many different banks issue thi
Extensive research into employee retention shows that people leave jobs for a combination of factors. Factors which may include limited opportunities to develop, being in the wrong job, not feeling valued, that the job no longer fits their lifestyle or indeed a sense that they no longer trust and have faith in their employers.
So, to retain your most talented people, you require a strategy that seeks to limit these factors.:
1. Recruit the right people in the right way
If you have hired the wrong person, then you are always going to struggle to keep them. You may have hired someone who has the skills and knowledge to do the job, but do they have the right personality and attitude to fit into your business? Is your business able to match their career aspirations or are they going to be looking for the next job very soon?
Similarly, if you have failed to “wow” a new employee during the recruitment process then the seeds of doubt may already have been sown by the time they join you.
2. Effective induction, training & development
Inducting people effectively – in whatever format - is fundamental. Get it wrong and you have started to sow those seeds of doubt in their minds in the first few weeks. Beyond that, one of the keys to retaining people is ensuring there are opportunities for people to grow, learn and develop themselves.
3. Involve & empower your people
Gone are the old days of telling people what to do. Modern leaders set the business’s vision and direction but fully involve their teams and empower them to make decisions. Once again it makes people feel valued and feel more connected to the business.
4. Ensure fair & consistent performance management
Performance management is not a one-off activity at the time of an annual appraisal. It is the ongoing process of giving feedback to align performance day in, day out. It is about being generous with your praise whilst being constructive and honest in conversations about underperformance. The key is to do it consistently.
5. Provide honest & realistic career management
Career management is all about managing people’s expectations. Listening and understanding their aspirations, offering realistic career options and then delivering on your promises. When the goal posts do move (as they often do) and you cannot deliver, being honest enough to communicate this openly will maintain the trust of your people and help retain them.
6. Offer a transparent system of pay & benefits
How you structure your pay, benefits and bonus depends on your business and your market – the key is that it must be clear and transparent. How much emphasis you place on these financial factors depends on the position the business is in, your marketp
One of the warmest pleasures of life is to gaze at pretty colorful balloons flying in a sunny sky. If you want to translate pure pleasure into profit and make your company name soar above others, advertise with a balloon. The customer will be delighted and your company name will be engraved in his mind. Advertising balloon will be an innovative enthraller for your customers and an easy way for you to reach success.The ads on the radio or television are lost in noise. Most people move onto different channels during commercials. No pleasure is
If you have hired the wrong person, then you are always going to struggle to keep them. You may have hired someone who has the skills and knowledge to do the job, but do they have the right personality and attitude to fit into your business? Is your business able to match their career aspirations or are they going to be looking for the next job very soon?
Similarly, if you have failed to “wow” a new employee during the recruitment process then the seeds of doubt may already have been sown by the time they join you.
2. Effective induction, training & development
Inducting people effectively – in whatever format - is fundamental. Get it wrong and you have started to sow those seeds of doubt in their minds in the first few weeks. Beyond that, one of the keys to retaining people is ensuring there are opportunities for people to grow, learn and develop themselves.
3. Involve & empower your people
Gone are the old days of telling people what to do. Modern leaders set the business’s vision and direction but fully involve their teams and empower them to make decisions. Once again it makes people feel valued and feel more connected to the business.
4. Ensure fair & consistent performance management
Performance management is not a one-off activity at the time of an annual appraisal. It is the ongoing process of giving feedback to align performance day in, day out. It is about being generous with your praise whilst being constructive and honest in conversations about underperformance. The key is to do it consistently.
5. Provide honest & realistic career management
Career management is all about managing people’s expectations. Listening and understanding their aspirations, offering realistic career options and then delivering on your promises. When the goal posts do move (as they often do) and you cannot deliver, being honest enough to communicate this openly will maintain the trust of your people and help retain them.
6. Offer a transparent system of pay & benefits
How you structure your pay, benefits and bonus depends on your business and your market – the key is that it must be clear and transparent. How much emphasis you place on these financial factors depends on the position the business is in, your marketp
As companies grow they will often find the need for creating several workspaces in a small area. The solution for this more often than not will be for the company to bring in cubicles for their workers. There are many different styles and sizes to choose from but for most companies the standard format three-wall and single side desk will be the best solution.Most metropolitan cities will have a local solution for having cubicles brought in and installed. If you choose to go another route there are several companies that you can find online so
Inducting people effectively – in whatever format - is fundamental. Get it wrong and you have started to sow those seeds of doubt in their minds in the first few weeks. Beyond that, one of the keys to retaining people is ensuring there are opportunities for people to grow, learn and develop themselves.
3. Involve & empower your people
Gone are the old days of telling people what to do. Modern leaders set the business’s vision and direction but fully involve their teams and empower them to make decisions. Once again it makes people feel valued and feel more connected to the business.
4. Ensure fair & consistent performance management
Performance management is not a one-off activity at the time of an annual appraisal. It is the ongoing process of giving feedback to align performance day in, day out. It is about being generous with your praise whilst being constructive and honest in conversations about underperformance. The key is to do it consistently.
5. Provide honest & realistic career management
Career management is all about managing people’s expectations. Listening and understanding their aspirations, offering realistic career options and then delivering on your promises. When the goal posts do move (as they often do) and you cannot deliver, being honest enough to communicate this openly will maintain the trust of your people and help retain them.
6. Offer a transparent system of pay & benefits
How you structure your pay, benefits and bonus depends on your business and your market – the key is that it must be clear and transparent. How much emphasis you place on these financial factors depends on the position the business is in, your marketp
bInterviewing Requires SkillInterviewing a new job candidate sounds easy. After all, you are in control. You have something to offer. You can select anyone you choose to select. Right? That sounds good but in reality interviewing a person to fill a job opening is one of the more difficult tasks you may face as a manager. It does require specific skills to do it right and increase your chance of hiring the ideal person for the job; the person that will stay and fit in with the culture of your company. That being said, I personally don’t know
4. Ensure fair & consistent performance management
Performance management is not a one-off activity at the time of an annual appraisal. It is the ongoing process of giving feedback to align performance day in, day out. It is about being generous with your praise whilst being constructive and honest in conversations about underperformance. The key is to do it consistently.
5. Provide honest & realistic career management
Career management is all about managing people’s expectations. Listening and understanding their aspirations, offering realistic career options and then delivering on your promises. When the goal posts do move (as they often do) and you cannot deliver, being honest enough to communicate this openly will maintain the trust of your people and help retain them.
6. Offer a transparent system of pay & benefits
How you structure your pay, benefits and bonus depends on your business and your market – the key is that it must be clear and transparent. How much emphasis you place on these financial factors depends on the position the business is in, your marketp
"Warriors take chances. Like everyone else, they fear failing, but they refuse to let fear control them." Ancient Samurai sayingThree really strong interest that I have are Business, Gambling, and Investing. Three unique playing fields but they all have the same goal, to increase income. Business, is the most controllable followed by Investing and then Gambling. I find it interesting how many people use these three words interchangeably. Most people will always tell you that starting a business is a gamble thus you are gambling.
6. Offer a transparent system of pay & benefits
How you structure your pay, benefits and bonus depends on your business and your market – the key is that it must be clear and transparent. How much emphasis you place on these financial factors depends on the position the business is in, your marketplace and how well you promote all the non-financial benefits of working for you.
7. Develop & promote non-financial benefits
Retaining people is not just about financial benefits – but about becoming better at developing and promoting all the non-financial benefits of working for your business. Anything from the working environment, facilities, the culture, working hours and the management style can give you an edge. Provided these benefits meet the needs of your people it gives them another reason to stay.
8. Deliver fantastic service to your employees
The key to retaining customers is to provide world-class service to them. Providing your own people with world-class service motivates them to stay. See them as internal customers. Treating them as individuals and delivering to a high standard on the above steps will make a real difference.
9. Create systems to deliver consistent results
Creating systems means that these steps become embedded as weekly, monthly, quarterly and annual activity. They happen as a matter of everyday business - consequently retaining people becomes the norm. Something your customers will thank you for.
Remember, employee retention is a key factor in the long term success and profitability of your business.
Take some time today to think about what YOU could do motivate and retain your team. Then choose at least one tactic to implement this month. It could be the biggest addition you have made to your retention efforts this year.
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