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After engagement, retention is 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 Millenial generation makes its presence increasingly felt, demands that savvy leaders understand the dynamics of retaining talent and know how to manage talent with retention as a goal.

Featured in Retention:


Compete and Connect: Developing Globally Competent Leaders

Blog | Author: Nancy Tannenbaum, UNC Executive Development | Source: HCI | Published: May 15, 2015

The importance of globally competent leaders is recognized by the vast majority of organizations, but few have a strategy to provide the training needed to compete globally, according to a new study by the University of North Carolina Kenan-Flagler Business School and the Human Capital Institute.

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Cracking the Millennial Code

Blog | Author: Michelle Kozin | Source: HCI | Published: April 28, 2015

92 million millennials exist in the US today, and their unique work styles and preferences are transforming corporate policies, organizational cultures and HR processes. Over the last five years, it’s been difficult to ignore the impact this younger generation of workers has had on the way work gets done. From flex time to performance conversations, there continues to be a lot of debate around the best methods to operate in a (seemingly) millennial world of work. To successfully navigate this demographic transition, organizational leaders must not only take the time to understand the generational trends but also the individuals that comprise them.

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Disrupting a Tradition: The Only Engagement Number You Need to Know

Blog | Author: Tracey Smith | Source: HCI | Published: April 21, 2015

In October 2014, an article entitled, “Analytics Leaders Discuss New Trends,” recapped the discussions of a Talent Analytics Leadership Roundtable hosted by Northwestern University. Identified in these trends was the need to overhaul employee engagement measurement. Many organizations have moved from an annual measurement in favour of a continual one. I agree with that change because the engagement score is incredibly sensitive to when people answer the survey relative to such factors as recent business events and even the weather.

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White Paper

How to Be the Boss without Being the B-word (Bossy)

White Paper | Author: Cathleen Clerkin, Christine A. Crumbacher, Julia Fernando, and William A. (Bill) Gentry | Source: Center for Creative Leadership | Published: February 5, 2015
New research from the Center for Creative Leadership shows that just because you are the boss,  doesn’t mean it’s ok to be bossy. Leaders from a survey panel of 201 leaders from the United States shared their experiences ... Read more