Successful ways to implement and build retention strategies
Where moments of truth exist throughout the employee lifecycle that drive discretionary effort and motivation
A very practical approach to retention that comes from true stories of success and failure
A particular leadership capability significantly helps attract and keep great talent, and it requires building your retention strategy beyond the first “hello.”
Retention starts at the moment of attraction, when candidates make a choice on your appeal to them. They look for clues. The best leaders know this, and they build ways to retain top talent through every touchpoint of the employee lifecycle – from hire to retire! They weave retention strategies through all stages of an employee’s experience and focus on real recognition – the most impactful way to help your employees thrive and stay engaged, for now and for the future.
All employers face moments of truth: Retain or lose. Leaders must continuously work to convert high performers into forever employees. They consider their people’s needs and look at them through three key lenses, which support employee enthusiasm and commitment: Career progression and development, life stage, and internal equity/parity with peers.
Leaders might have an ideal trajectory for achieving a high retention rate, but they’ll be unable to maintain the win without considering each stage employees go through. Taking into account an employee’s passions and purposes helps the leader build a strategy for the long-term, ensures the best possible employee experience, and enables employees to be heard and make the strongest contributions.
It’s a continuous strategy, and recognition takes much more than traditional perks of pizza, points and casual Friday! It’s more powerful. It’s recognition that creates empowerment, supports listening so needs are provided and celebrates victories in big ways.
