If you ask average employees what percentage of their time they spend “doing what they do best,” most answer a disheartening 30%. If this was baseball, and you had your pitcher playing first base two-thirds of the time, everyone would think you were crazy. Well in business, it’s no different. …
Read More »Retention
Retention Is Like a Box of Chocolates
A lot of professionals are missing the boat when they look at retention as a single issue.
Read More »Retention – Talking an Employee Out of Leaving for a Start-Up
One of the most common reasons for leaving a large firm is to go to a start up and get “cash out the wahzoo.” Anyone who is not a DAT (dumb as toast) knows that there are great job and wealth opportunities at start-ups and .com’s but how does a …
Read More »“Intraplacement”: Reduce Retention Problems By Increasing The Internal Movement Of Your Employees
In these times of low unemployment, recruiters are constantly on the lookout for the best talent to fill open positions. We put tremendous resources into external sourcing and recruiting, but most of the time we fail to actively seek out some of the best candidates in the world-those that are …
Read More »Developing Employee Challenge Plans
Retaining key employees is one of the hottest Human Resource issues companies are facing today. Numerous studies have identified the reasons why employees leave their jobs. Perhaps surprisingly, the key reason employees leave is not compensation. In a similar vein, studies show that the key reason applicants accept new jobs is not …
Read More »Getting your managers to “own” retention and how to cut your turnover rate in half.
It’s relatively easy and cheap to solve most retention problems. Most workers really don’t leave for money. Managers like to hear that “it’s the money” because that shifts the “blame” for losing employees away from managers to the compensation department! Employees often do say, “it’s the money” because that preserves …
Read More »Developing World Class Job Rotation Programs to Improve Retention!
Guide for assessing and improving job rotation programs. by John Sullivan and Sandra Au The business impacts of job rotation programs: Developing new products and cutting time to market require a stable and productive work force. The stability and productivity of the work force can be dramatically increased by ensuring that every employee …
Read More »What is the Ideal turnover rate
There are many opinions about what is the “ideal” turnover rate. Here is how a CEO might look at it. Voluntary turnover should be zero for the top 10% of our best performers.Turnover should be 100% for the bottom 10% (our Worst performers).Voluntary turnover should be zero for the key jobs and key competencies …
Read More »The Cost Factors and Business Impacts of Turnover
Chances are if you only include these limiting factors (e.g. recruiting time, HR's time to review resumes, training, benefits, etc.) you will underestimate turnover costs dramatically!
Read More »Retention – why employees leave – Why do people leave a job for a better job?
People often lie in exit interviews about why they are leaving. Managers should, of course, know in advance who is leaving and why. A comprehensive list like this is of little value unless you use it as a guide to gather your own information as to why YOUR workers are …
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