Updated: May 28
Organizations that look at their employees and only see labor costs are missing the chance to invest in their most important assets. Research has shown that a front-line-hourly workforce, in particular, should be viewed in the most positive, long-term way. Start 2015 by increasing employee engagement and development, then enjoy the cycle of happy workers and customers. ~ David M. Reile, Ph.D.
FOCUS ON: Employee Career Development
Key reasons organizations support internal employee development include stress reduction, a focus on the long-term, in preparation for massive baby-boomer retirement, avoidance of attrition costs and the maintenance of intellectual capital. To make these efforts work, employees and managers need to be given the concepts, tools and practical experience. Read more about “Employee Ownership in Career Development“.
BONUS! FOCUS ON: Adding to Maslow’s Hierarchy
If companies want employees to stick around, then meeting the typical physiological, safety and belongingness needs won’t be enough. Jobs now have to fulfill “personal satisfaction needs”. Retention means everyone must invest time and energy (and other efforts) towards employees’ personal satisfaction. It will pay back in double or triple amounts, according to HR experts. Read more about the Motivational Pyramid.
TOP TEN: Ways to Identify Who is About to Quit
No, this top ten list is not about why people quit their jobs. That’s too easy. Its about helping managers not miss employee turnover signals. One clue can be found by noticing significant/timely updates to LinkedIn profiles. Another is to look at tenure patterns in past jobs. Read all ten helpful ways in this article from ere.net (the recruiting source).
FOR PRACTITIONERS: Teach Your Clients to Look at Their Own Job First
Before a client complains too much about professional dissatisfaction, be sure to discuss development opportunities within the current job. Help clients increase control over their own career growth which can then enhance resilience and marketability. Aligning personal development goals with company goals can result in better retention. Read More…
CAREER SPOTLIGHT: A Recruiter
What appears to be the opposite of retention is the job of the recruiter. Actually, if a recruiter’s job is done right, retention is much easier for everyone. Use Twitter and LinkedIn to learn about the work of a recruiter. A career as a recruiter means you must stay on top of your work and apparently social media is the best way to do that. First try connecting with the Undercover Recruiter @UndercoverRec or on LinkedIn Use #recruiter to learn more, such as “Myths about Executive Recruiters”.
PROFESSIONAL ORGANIZATIONS: Gaining HR Knowledge
The Society for Human Resource Management (SHRM) offers its members access to the Knowledge Service Center. This allows HR-related questions to be answered by experts, via phone, email or live chat. Any organizations or individual can benefit from the Knowledge Advisor Video Series. Wouldn’t it be helpful to all employees if such services were accessed regularly by all organizations? Read more on the SHRM website.
“Where should I go?” -Alice. “That depends on where you want to end up.” – The Cheshire Cat.” - Lewis Carroll
Progress, far from consisting in change, depends on retentiveness. When change is absolute there remains no being to improve and no direction is set for possible improvement: and when experience is not retained, as among savages, infancy is perpetual. - George Santayana