Retention

As the economy heats up and firms once again look to build up their talent strength, it’s only logical that senior leaders, managers and HR professionals will increasingly look at retention as a major business imperative. But as a professional who has been designing retention solutions for corporations for well …

During tough economic times, it’s easy to retain workers. Even the top performers are focusing on maintaining their job security, so they aren’t going anywhere. In fact, no one is leaving or even looking. But it’s also easy to get lackadaisical about turnover, because traditionally the topic only comes up …

If you’ve watched an hour of business news on television or picked up a business magazine lately, the mix of good and not-so-good economic news probably puzzled you. It’s been a real roller coaster lately, and no one can predict when exactly our economy might exit its current slump. Some …

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. …

A lot of professionals are missing the boat when they look at retention as a single issue.

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 …

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 …

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 …

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 …

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 …