Program Summary:

You spend a great amount of time using talent assessments, talent-based interviewing and candidate evaluations to find the right employee. Equally important is developing a workplace that retains these great employees.

Statistically, prior to the recession, employees changed jobs every 24 – 36 months. Though this has slowed, employees regularly consider leaving their workplace, primarily because they either do not fit the job well (they do not feel capable or competent), or they have no personal connection to their team, workplace and manager. As has been said, “people quit people before they quit companies.” Today’s best employees expect a coaching and “engage-and-inspire” relationship with their managers. This requires that organizations excel at constant contact – regularly providing performance feedback and a regular discussion about career development.

Employee retention is about job fit and personal connection to the workplace. Both must be in place for the great employee you hired to decide to stay and bring his best to the workplace each day.

This program will introduce:

1. How today’s migration away from an industrial economy to a service economy has redefined performance, why employees stay and why they leave.
2. An overview of job fit and how retention is first based on the right employee hired into the right job.
3. Introduction to the Stay Interview – how to develop a dialog with employees to discover and act on why they choose to stay with the organization.
4. How to connect employees emotionally (Job Sculpting) and personally (Performance Feedback) as a way to build performance loyalty.

 

Today’s successful managers now assume a coaching role with their employees. Building a solid bond that inspires employee performance is critical to sustainable organizational results.

 

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