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Atricle Dump - Employee Retention: When Is Your Next Key Employee Going To Leave And What Are you Doing About It?
A lot of people are unhappy in their current jobs. I don’t know whether you’re one of the 25% that are happy. If so, that’s great. Something like 75% of people are dissatisfied with their jobs. There’s a huge pool of wasted talent. Everybody has their own unique skills and experience and it’s not being used properly. Lots of people are just unhappy with where they are. There’s a whole host of reasons why that could be.Just in the last week or so, the person that hired me for a consultant position quit, basically because she didn’t feel valued and motivated by the company. She didn’t get the
Step 1: Rank Your Key Employees
The first step in the Retention Risk Analysis is pretty simple -- the manager ranks the individual according to two criteria -- their ability to get results, and their overall integration -- sense of 'fit' -- in the organization as a whole.
(Note th
You have lived the life: Adrenalin-charged meetings, exhilarating presentations and major business deals signed on the dotted line – but also senseless re-briefings, over-cautious clients and business partners, bitter managers and frustrated colleagues. And let's not even talk about the overtime.It was great while it lasted (most of the time, anyway), but now the spark is gone. You know it is time for YOU to finally hop off the hamster wheel and start something new!Deciding to make a major change in your career in seldom easy. In these economically instable times most people are cons
Sometimes however, general busy-ness, or simply a lack of understanding of how to have such a conversation, means that managers fail to have such discussions, leading to the type of unpleasant surprise that no-one likes to get.
Sidebar: It's often the very lack of such conversations between a manager and employee that builds (or at least stokes) the very frustration that ultimately causes the key performer to leave -- a real case of a 'double whammy'.
Here's How To Stop The Surprises
Use this simple Employee Retention Risk Analysis ("ERRA") process to help prompt your managers to regularly assess the 'retention risk' of key performers, and report back to you regularly - I suggest you get them to complete this at least quarterly.
An important secondary benefit of completing this exercise is that it gives a structured environment for your managers to actually have this conversation with you -- you'd be surprised the number of senior executives who believe their 'open-door' policy means that managers will come in and talk about matters such as retention risk of key employees.
The reality is that often they do not -- again, either through busy-ness, or just not knowing how to breach the topic in the first instance.
Adopt this form and process -- make it your own -- and proactively prevent the loss of key performers in your organization, department, division or team.
Step 1: Rank Your Key Employees
The first step in the Retention Risk Analysis is pretty simple -- the manager ranks the individual according to two criteria -- their ability to get results, and their overall integration -- sense of 'fit' -- in the organization as a whole.
(Note tha
Thinking They Can Manage TimeYou can not manage time, you can only manage yourself around time by changing your mindset and habits. You can not add more time to your day nor stop the unending movement of time, you must manage yourself first by planning, having clear goals, taking daily actions steps and make a commitment to be conscious of your time daily. Keeping a Traditional Rigid ScheduleYou do not have to follow the traditional 9 to 5 schedule, work at your highest peak performance to reach your highest productivity. Be flexible. You didn’t go into busi
Sidebar: It's often the very lack of such conversations between a manager and employee that builds (or at least stokes) the very frustration that ultimately causes the key performer to leave -- a real case of a 'double whammy'.
Here's How To Stop The Surprises
Use this simple Employee Retention Risk Analysis ("ERRA") process to help prompt your managers to regularly assess the 'retention risk' of key performers, and report back to you regularly - I suggest you get them to complete this at least quarterly.
An important secondary benefit of completing this exercise is that it gives a structured environment for your managers to actually have this conversation with you -- you'd be surprised the number of senior executives who believe their 'open-door' policy means that managers will come in and talk about matters such as retention risk of key employees.
The reality is that often they do not -- again, either through busy-ness, or just not knowing how to breach the topic in the first instance.
Adopt this form and process -- make it your own -- and proactively prevent the loss of key performers in your organization, department, division or team.
Step 1: Rank Your Key Employees
The first step in the Retention Risk Analysis is pretty simple -- the manager ranks the individual according to two criteria -- their ability to get results, and their overall integration -- sense of 'fit' -- in the organization as a whole.
(Note th
If you are considering starting up a business, you are facing both an exciting and stressful time. To succeed, you should avoid the common mistakes many new business owners make.The motivation to start a business is usually derived from a dream. You envision something of interest that you think you can make money off of. You probably have been sitting on the idea for some time and something has motivated you to finally have a go at it. Maybe your finances are such that you can comfortably devote your time to it. Maybe you got laid off. Regardless, a vision is not enough to ensure your succe
An important secondary benefit of completing this exercise is that it gives a structured environment for your managers to actually have this conversation with you -- you'd be surprised the number of senior executives who believe their 'open-door' policy means that managers will come in and talk about matters such as retention risk of key employees.
The reality is that often they do not -- again, either through busy-ness, or just not knowing how to breach the topic in the first instance.
Adopt this form and process -- make it your own -- and proactively prevent the loss of key performers in your organization, department, division or team.
Step 1: Rank Your Key Employees
The first step in the Retention Risk Analysis is pretty simple -- the manager ranks the individual according to two criteria -- their ability to get results, and their overall integration -- sense of 'fit' -- in the organization as a whole.
(Note th
The innovations in technology had made it easier and faster for clients to deal with any projects they want for their business. The introduction of online marketing and ordering had made it easier for both advertisers and printers to cope with each other. This is because you no longer need to exert effort just to look for your local print shop.Postcard online printing companies had made it easier for you to deal with your postcard printing jobs. With just a click of the mouse you are able to render your printing jobs without any hassles.Dealing with the ordering information the follo
The reality is that often they do not -- again, either through busy-ness, or just not knowing how to breach the topic in the first instance.
Adopt this form and process -- make it your own -- and proactively prevent the loss of key performers in your organization, department, division or team.
Step 1: Rank Your Key Employees
The first step in the Retention Risk Analysis is pretty simple -- the manager ranks the individual according to two criteria -- their ability to get results, and their overall integration -- sense of 'fit' -- in the organization as a whole.
(Note th
Email is both a blessing and a real annoyance to businesses. It allows you to send a quick message to your clients or to your employees in a branch office hundreds of miles away. But it can also leave you vulnerable to viruses that can cause your server to crash, spam that can eat away at huge parts of your day, and can put confidential company information out into public cyberspace. What should you be doing to protect your business?1. Mistake #1 – You do not have any policies in place for the use of your email system. If you do not want your employees using company time and company res
Step 1: Rank Your Key Employees
The first step in the Retention Risk Analysis is pretty simple -- the manager ranks the individual according to two criteria -- their ability to get results, and their overall integration -- sense of 'fit' -- in the organization as a whole.
(Note that we're not asking for granular data here -- just an overall sense of where the employee fits overall.)
The easiest way to do this is to draw a simple '2 x 2' diagram, with the vertical axis representing the employee's results (low at the bottom, high at the top), and the horizontal axis representing their overall integration into the organization - low integration at the left, high integration to the right.
- Quadrant 1
Employees in Quadrant 1 (low results / low integration) are clearly in need of some form of intervention if they are to become productive team members.
By completing the assessment above, you and their manager may come to the conclusion that little can be done to help a person in this quadrant, and you may start making alternative plans.
- Quadrants 2 and 3
Employees in Quadrants 2 and 3 are those where we have a decision to make -- they either perform well but don't align with the rest of the organization (Quadrant 2), or they fit in very well, but aren't producing the results (Quadrant 3).
- Quadrant 4
'Quadrant 4' employees are our stars -- high performers who also align very well with our culture and goals. This is the area where we need to be most sensitive to retention risk.It's important that you and the employee's manager take a realistic view of the retention risk of star performers and assess the steps necessary to ensure their retention.
You might even want to involve the employee themselves in the completion of this
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