Retention

“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 literally right under our noses…our own employees! Sure, most companies …

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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 the pay and the top motivator of employees is not …

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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 their positive “references”. If you look at the “real” causes …

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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 is challenged and excited about their job. Employee turnover (or …

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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 that we have identified.Our voluntary turnover should be 10% or …

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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 leaving. Top Reasons…why people leave their jobs (research results) Harvard Business …

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Retention “ToolKit” – 63 retention tools and tips you can use tomorrow

I was speaking at an International Institute for Research seminar last week (they are great people) and my Retention Tool kit got a good response. Here it is in checklist form. Retention “ToolKit” 63 Retention Tools And Tips You Can Use Tomorrow Measure and reward managers (teams) for attracting, developing and retaining the best.Identify and fix bad managers.Treat people differently …

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Post-Exit Interviews – More useful than exit interviews

Expect to find a significant difference in the answers you get from post-exit interviews/questionnaires (as opposed to traditional exit interviews) because: Individuals are less emotional 6 months later.They have had time to reflect and compare “us”to their new situation.And they no longer have the need for a “good”reference from their manager “restricting” their answers. Note: Have a process in place …

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