We long-time Floridians know the pre-hurricane drill, and as much as we have physical prep things to do, the emotional worries consume more of our energy. What I saw at Home Depot last night, beyond the long lines of customers buying sheets of plywood to board up their businesses and homes, were the happy faces, top-of-their-games politeness and genuine desire to be helpful to others. Somehow, we all found joy by being in the presence of others who felt their same trepidations.

Losing one technician for a month results in lost revenue greater than $60,000. So a client implemented a program where technicians earn double referral payouts after five new hire referrals because the net is significantly less than the $60,000 lost revenue per opening. By linking referral payouts to the actual cost of turnover, executives recognize that investing in employee referrals is a cost-effective way to reduce vacancies and minimize revenue loss.

Making the connection between culture and people is every company’s objective, as every company wants a good one. According to Harvard Business Review, 89% of companies want a culture of productivity and collaboration. So if our culture is 89% similar to so many others, how do we distinguish ourselves when hiring, engaging, and retaining the very best talent?

Human Resources work is now, more than ever, the most important work. We are in the bullseye of turnover, engagement, retention, and recruiting challenges with no end in sight. A recent study reveals that the top assignment from CEOs to HR is improving retention. I know you accept this challenge/opportunity/burden, but how are you going to make it happen?