Retention

Nothing eases a remote work team manager’s burden, where close supervision is difficult, more than only hiring self-motivated people. I recommend that during this troubled time when managers are so busy, recruiters commit to easing their burden by helping them hire technically qualified candidates who are also self-motivated.

A “job impact statement” motivates disengaged employees and top candidates by showing them how their job really does make a difference.  Knowing Key Motivators Is Essential In Our Work Environment Who wouldn’t utilize a simple no-cost motivational tool that makes it clear to employees specifically how their job makes a difference? The utilization of such a tool is important because …

The pandemic has been distracting employees for months. But soon worrying about kids at school and possible evictions or layoffs will dramatically cut productivity even further. Can you even imagine during the first weeks of physically sending their kids back to school? The number of times each day when every parent working for you will continually wonder if sending each …

Diverse approaches and ideas are encouraged and celebrated because they help us expand the number of available options covering the ways that we can act.

The professor of management at San Francisco State University recommends what he calls “stay” interviews, in which managers periodically sit down with top-performing employees and ask key questions to suss out the fundamental reasons why they like their jobs.

The focus of this article is to provide a “toolkit” of effective intuitive high-touch tools that should be used at the team level when every new worker must be onboarded remotely.

Perhaps the most alarming statistic of the year comes from recent research by The Predictive Index (TPI) revealing that “on average, 47% of high-performing employees left their company last year.” What could be worse news to your executives than learning that nearly half your firm’s high-performing employees quit?  The loss would be staggering not only because of the obvious loss of performance …

Responsibility creep is where top performers (because of their success record) continually get new responsibilities piled on them. Eventually, they don’t spend much of their time “doing what they do best.” They end up spending as much as 60% of their time doing work that they don’t like doing and that they are not especially good at. The net result …

Alert: Employees are quitting their jobs at the highest rate in a decade. But few public-sector managers realize that a majority of employee turnover is both predictable and preventable. Today the overall U.S. monthly “quit rate” is the equivalent of a 30 percent turnover rate over one year. And, even though the government sectors have much lower quit rates, with state …

One of the most powerful retention tools available is the "stay interview." Not only is it inexpensive and easy to implement, but conducting a stay interview with your top performers is one of the highest ROI activities that ANY manager can utilize.