Retain

Retain: Keeping the right talent, in the right job, for the right amount time

Employees stay because they are engaged; they aren’t engaged because they stay.  There is no chicken and egg question here.

Employee retention is one of the only issues in the organization that touches both the cost and revenue sides of a business.  When retention improves, the cost of turnover is pushed into the future.  With the price tag of replacing workers at 50-150% of their salary, postponing turnover into the future has noticeable impact on the bottom line.

In addition, the engagement level of your employees has a direct impact on their productivity, as well as their desire to go the extra mile for customers, be an active member of their team, doubt negative information they hear about you in the press, and impacts the employee’s desire to actively seek out other job offers.

By focusing on the drivers of engagement uncovered in the “EYES” and “EARS” survey, and the information gathered by the employee and their supervisor during the “EXODUS” process, management receives the true picture of employee satisfaction and engagement throughout the employee lifecycle.

However, information by itself is not enough.  In addition to the training provided by Employee Hold’em experts, our organization provides Executive Oversight and assistance in creating the linkage between employee engagement and retention and business metrics.  We can also assist in the deployment of the survey information to staff, the creation and organization of action teams, and the development of future plans and actions.

Employees stay because they want to or because they think they have to.  The difference in those two verbs makes all the difference in the world with whether the employees will stay longer, work harder on behalf of customers, turn down job offers, and recommend the organization as a great place to work.