How do you build a workplace that quality employees want to remain with and quality outsiders want to be hired into?
According to a 2017 SHRM/Globoforce survey, 47% of HR leaders cited employee turnover and retention as their top challenge. The race to acquire, engage and retain employees is as intense as ever. Losing your best people impacts productivity, disrupts leadership and can reduce company morale.
In this interactive workshop we will discuss strategies for employee retention and the importance of having a plan and taking action. An overview of avoidable turnover is explored:
Steps to improve retention are covered, including onboarding and training, communication, feedback, recognition, coaching, and aligning team goals with company mission. Discussion, exercises, leadership and motivation assessments will be used to enhance the learning process. You will leave with specific ideas for implementing retention strategies in your organizations.
The Leader’s Role
Recognizing Employees’ Needs
Tying Needs to Organizational Mission/Values
Why Employees Stay
How Do You Keep Employees?
Why Employees Leave
Tips for Detecting Potential Defectors
Top Complaints From Employees About Their Leaders
Retention Strategies
Developing a Retention Strategy
I am a human resources consultant specializing in human relations training and career coaching for small business owners and individuals. “It is always about people,” is a favorite phrase of mine. I work closely with individuals to identify core values, goals, and develop strategies for growth and success. The common ground for all organizations, whether private, public, for profit, or not for profit, is its workforce, its people. Human Resources professionals are the link for recruiting, hiring, training, and sustaining an organization’s workforce with strategic planning and technology.
My HR consulting practice is a blend of more than twenty years of experience in human resources management for small and mid-sized companies. I work as an executive coach with individuals and business owners to bring about purposeful change that is internal and permanent. My experience includes creating HR initiatives, developing teams, and designing training for middle and executive level managers regarding human resources issues and communications.
I’ve been an online adjunct faculty for regional colleges and universities since 2005, creating graduate and under graduate courses in Human Resources, Leadership, Organizational Behavior, Entrepreneurship, and Relationship Management.
I earned an M.S. degree in Organization and Management from Antioch University New England with special interests in systems thinking and group dynamics. My B.A. in English has served me throughout my career as a communicator, instructor, and writer. I am very much looking forward to working with you.
