Retention of your critical talent is one of the top talent management concern in today's global economy. The true ROI of top talent isn't realized if that talent leaves. Add the significant cost of replacing talent to the loss of skills and institutional knowledge when top performers leave, and the importance of retention becomes even more manifest. These factors, coupled with the rapidly changing demographics of today's workforce as the Baby Boomer generation begins to leave in significant numbers and the Millennial generation makes its presence increasingly felt, demand that savvy leaders understand the dynamics of retaining talent and know how to manage talent with retention as a goal.
Recommended Retention Resources
Build credibility as an HR leader that influences, impacts and advances your business.
The most effective HR professionals today possess an entirely new set of competencies, HCI’s course builds the financial acumen and consulting skills necessary for you to have a meaningful impact on the future of the business.Learn More
Learn More about Retention with our Top Resources
In our last post, we talked about the factors driving coaching’s rise to prominence in the workplace, the foundations for solid coaching, and how to get into the coaching mindset. Now, let’s look at how to refine your leader-coach skills to deliver that shared success for which you and your employees strive.
Research has shown that emotions strongly influence our memory, our perception of events, our thought processes and, ultimately, our behavior. In the workplace, people’s moods tremendously impact decision-making, problem-solving, attention/focus, interpersonal interactions, performance, productivity, and the whole organizational culture.
The author of one of the most frequently cited views of employee-organization relationships joins us to break down the barriers to creating a thriving workplace with this engaging overview and update on organizational support theory.
When I read articles about how we’re all living in a Millennial world, I’m reminded how this same conversation is repeated every time the societal demographics reach a tipping point in the balance and transfer of power within the workplace. It’s easy to point out the differences in generational communication today, in fact it’s important to understand and recognize the potential breakdowns that occur within multigenerational business units. But cross-generational communication on an individual level is key to self awareness, self development and in establishing a blueprint for sustained success.
If your company’s success is dependent on a Millennial workforce, you must build parental involvement into your recruitment, management and retention practices. Older generations may balk, but companies compete daily, spending precious time and money, to attract, retain and manage top digital and Millennial talent.
The goal of designing strategic employee surveys is to drive organizational improvements. This session examines the best practices of organizations that effectively leverage employee surveys for strategic business imperatives.
Tough, right? It falls apart in your hands. It won’t bind. It has no structure, no strength, and no staying power (if you prefer a sunny beach at this time of year, you also need the right kind of sand to build a castle). With ...Read more
As organizations are increasingly reliant on managers and executives who can do more with less, critical questions are being raised about what steps are necessary to develop such leaders. The domino effect of great leadership has repercussions in ...Read more
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The conversation about HR having “a seat at the table” is over. Human Resources is a critical business function, and a true HR Business Partner who serves as a skilled business advisor and leader is critical to ensuring success. Equip yourself with the skills you need to advance your business.