Let’s Play “The Great Resignation” Game
All games…board games, video games baseball games…are built on foundations of rules, methods, and winners and losers. Let’s build a game regarding “The Great Resignation”.
Employee Retention Secret: Make Your CFO Your Best Friend
A CFO participated in a turnover cost study, and we determined one engineer cost his company $121,450 – and how that fit in with other expenses. The next day that CFO said he couldn’t sleep, that he went in early to extrapolate numbers and determined turnover was their second biggest cost. A game changer.
Cutting Turnover 20% and More During The Great Resignation
In preparation for Dick Finnegan’s #SHRM22 mega-session: Case Studies: Cutting Turnover 20% and More During "The Great Resignation” we are reposting our blog that contains several real-world examples of clients cutting turnover that will be shared with updated data and additional examples from the stage.
How Much Does Pay Really Impact Employee Turnover?
There is a perpetual perceived link between turnover and pay, especially in the eyes of first-line supervisors who see employees walk out the door and can’t imagine it’s because of themselves. Pay becomes a target in part because it is tangible…and always controversial.
Two Real Examples of Stay Interviews’ Connection to Retention Solutions
Wow. Retention problem plus a very creative and spot-on solution. Imagine how much that employee’s trust for her manager will increase when the manager returns to the employee and says, “Remember when you mentioned your concerns regarding product development? Well, I have an idea and want to see what you think about it.”
Is The Great Resignation Getting Better or Worse?
Most reporting on the causes of The Great Resignation miss the mark because the bigger story is about demographics. Two numbers we track month-to-month, how many workers are voluntarily quitting and how many jobs are open, is the hard data that tells us about the actual number of available workers.
Wall Street Journal Report Sabotages Employee Retention Accountability
Believing hiring a Chief Happiness Officer will improve turnover, or relying on any of the other seven most-used programs noted here, ignores the science that says the #1 reason employees stay or leave is how much they trust their supervisor.
For Employee Retention Career Development is Out, Learning is In
Learning is alive, it’s current, it’s fresh and stimulates the mind to want to learn more. First-line supervisors are using Question 2 of the Stay Interview 5 as a practical approach to discovering what each employee wants to learn instead of jumping straight to a career development plan.
The Data Says…Stay Interviews Beat Engagement Surveys
A recent SHRM report tells us about the rising level of worker mistrust that is leading to less-than-honest responses on engagement surveys. So why are Stay Interviews more trusted? Because Stay Interviews are delivered by humans…and those humans are trained to listen, probe, note, and are held accountable for results.
Employee Retention Strategy: Coach Your Managers
It’s easy to agree that supervisors are the primary stay/leave switch for retaining or losing employees. An eye-opening exercise is to list all employee retention strategies and then check which items include improving your supervisors.