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What
does Employee Retention mean to you?
Employee Morale Prevent
Companies from Achieving Retention Success
Myth #1: People most often leave a company for more pay.
Myth #2: Incentive programs produce long-term profits and
improve productivity and morale.
Myth # 3: People don’t want more responsibility.
Myth #4: Loyalty is dead.
Myth #5: Improving employee satisfaction is expensive.
Myth #6: Employee satisfaction is “fluff.”
Myth #7: Supervisors are the problem.
Myth # 8: My company/industry/people are different!
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Let us
help you in the Interview process.
Congo
SBA offers interview guides and can sit in during the
interview process to serve as an added voice and offer
insight into a potential candidate. |
RETENTION REALITY: WHY THEY JOIN
#1 reason people join organizations is
because of organization factors.
Pay / Benefits / Organization
#2 reason people join organizations is
because of the job factors.
Duties / Schedule / Career Development
#3 reason people join organizations is
because of leadership factors.
Coaching / Trustworthiness / Flexibility
RETENTION REALITY: WHY THEY GO
#1 reason people leave organizations is
because of leadership factors.
Coaching / Trustworthiness /
Flexibility
#2 reason people leave organizations is
because of the job factors.
Duties / Schedule / Career Development
#3 reason people leave organizations is
because of organizational factors.
Pay / Benefits / Organization
RETENTION REALITY: WHY THEY STAY
Job Security
A culture that recognizes that importance of
work/life balance
Recognition for a job well done
Flexible hours and/or dress code
A sense of belonging
A fun, or at least compatible corporate
culture
THE RETENTION REALITY: WHY PEOPLE REALLY
STAY
Compatible supervisor
People may stay just to work for a
particular individual who is supportive of them.
Compensation
People also want to work for companies that
offer fair compensation. This includes intangible
compensation in the form of opportunities to learn, grow and
achieve.
Affiliation
The chance to work with respected and
compatible colleagues is another element that many people
consider essential.
Meaningful work
People want to work for companies that let
them do the kinds of work that appeal to their deepest, most
passionate interests.
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Three fundamental concepts can improve
managers’ effectiveness in this uncertain environment:
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Ensure managers have the time to manage
well.
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Help managers improve their own skills.
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Provide greater levels of company
information and more open communication among managers
and senior leadership.
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There’s no shortage of chaos these days. While the
economy currently is stable, customers continue to
become more aware and are expecting better service and
products than ever before. Companies must respond faster
to market shifts. Despite low labor demand in some
industries, labor shortages continue in healthcare,
education and other key skill areas. Large numbers of
workers are nearing retirement age than ever before.
Managers now face intense multiple challenges from
leadership, staff and customers. Organizations that seek
to excel will concentrate efforts in supporting middle
and line managers during these times of greater demand
on managers’ abilities to provide excellent leadership
in the midst of an ever-faster pace.
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Start with the right people
in the right position
Make sure all new hires “fit” with the
culture of your organization — assess the candidate’s
personality and leadership characteristics as compared to
the culture of the hiring organization. Assessments
can determine Job fit specific to an individual industry and
company.
Assessments can give you objective and predictive data on
how a person will fit within your company.
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With Job Fit you can......
“Top” producers match their jobs and:
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Can deal with the mental demands of the
position
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Are comfortable with the demands of
the environment and with their co-workers
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Enjoy the work and are motivated to do
the work
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Give us a call to see how
we can help improve you employee retention and save you
time, energy and money.
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