Retention

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.

In this handbook, discover the true cost of having toxic employees in your organization, learn how to identify them, avoid hiring them, and minimize toxic behavior.

Working with your best friend shouldn’t be ignored. It carries three simultaneous benefits. It directly contributes to attracting and retaining talent, but it also significantly increases productivity.

Research has shown that between half and three-quarters of all turnover is preventable. That means an individual’s manager must take ownership of the retention problem and administer the retention tools that will prevent them from leaving.

At ERE San Diego 2019, Dr. John Sullivan presents on the emerging issue of candidate ghosting and what employers can do to prevent this costly issue.

Ghosting in business is getting worse. If you’re not familiar with the term, candidate ghosting, it’s when a candidate stops merely responding to their recruiter.

The Powerful Impacts From Showing Employees That Their Work Is Meaningful Forget engagement survey results. If you really want to kickstart actual hands-on commitment, “walk employees downstream” to see their work’s impact. Walk employees downstream is a tool whose goal is to increase the emotional connection between an employee and those who use their work. Fully realizing that their work …

Implementing a walk-them-downstream retention and recruiting approach Part II of this two-part series focuses on implementing a “walking employees downstream” retention and productivity tool. It is highly effective because it increases the emotional connection between employees and those who benefit from the firm’s final work product (that they contribute to). Last week’s Part I highlighted the many benefits associated with the …