Keeping good employees is critical to organizational success. However, many organizations look at this area as a series of tasks to be performed. This is a process, not a set of tasks…and once that mindset is taken, a comprehensive, ongoing system can be developed to ensure your retention goals are realized. Here are four areas to consider when developing your systemic process.
Building Block 1: Recruit To Retain
Even with the best work environments, employees do leave for a variety of reasons. Find out why your voluntary terminations resign by conducting structured exit interviews. Then, use that data to make positive changes in your workplace. If recurring themes come up, verify them with existing employees. Ask employees to form teams to develop recommendations to improve those areas. As for involuntary terminations….study them carefully. Are there trends? Do certain supervisors have a higher than normal percentage of involuntary terminations? What are the reasons? How can these be avoided in the future? By implementing principles of the Four Building Blocks, you can build a strong process for holding on to your employees. This, of course, is by no means exhaustive…but it’s a heckuva good start!
Lynda Ford, author of this article, is president of The Ford Group, a consulting firm dedicated to improving organizations through their greatest potential resource: people. She can be contacted by e-mail at firstname.lastname@example.org or by phone at (315) 339-6398 or toll free at 1-888-722-9876. Visit the website at www.thefordgroup.com. © 1999-2009 The Ford Group All rights reserved.