Brought to you by Jeff Thoren, DVM  

You recruit.  You hire.  You train.  Within a year, they leave.  More on that in this month’s newsletter, but that brings up an interesting question.  What keeps people in their current jobs? 

A 2005 survey by Career Systems International reports that almost half -- 48.4 percent -- of the 7,600-plus respondents, claim that “exciting work and challenge” top the list of reasons for staying at a job.  Second on the list, at 42.6 percent, is “career growth, learning, and development.”  And “working with great people” is number three at 41.8 percent.

You can prevent new employee “disconnects”, and hold on to good people, by taking a few preventive steps.

Here’s this month’s feature ...

Quick Quits by Beverly Kaye and Sharon Jordan-Evans

From -- Fast Company -- Talent & Careers Online Resource Center

Highlights from the article:

• Most new hires come into an organization excited about their new adventure and filled with energy and potential.  The “fit” initially seems right, but something changes, or something doesn’t happen.  Pretty soon, the energy is gone and all that potential is walking out the door or, worse yet, sticking around but actively disengaged from the work.  Bottom line: a major disconnect is occurring.
    

• Managers and leaders can prevent disconnects by taking a few preventive steps.  Each requires building strong relationships with employees, asking powerful questions, and providing support in any and all possible ways.
    

• There is no better way to predict retention and engagement than to assess the links that new hires establish with their manager and colleagues.  Early on, ask questions like:

• So far, what leads you to believe that you’ve made the right choice in accepting this job?  Is there anything that might lead you to question your choice?

• What will it take to keep your energy?  What do you need to stay interested and involved in the team?

• People want to do work that they love, that allows them to play to their strengths, and that they feel makes a difference.  Are they doing it?  Ask:

• What other interests would you like to explore, either now or over time?  How can I help you fine tune this job over time?

• What do you find most challenging about your job?  What is not challenging enough about it?

• There must be a “connection” between each individual and the organization’s environment, norms, and values!  Values alignment is critical.  Ask:

• What have you learned about our organization that surprises you (either good, or not so good)?

• How can I help you get more of what you want from this workplace?  We want you to be happy here!

For the full text article, go to ...
http://www.fastcompany.com/resources/talent/bksje/092004.html

Develop a Retention Strategy

The Hay Group consulting firm offers these tips for developing an employee retention strategy:

• Manage first impressions.  To ensure a good fit when employees are hired, provide as much information as possible about the organization’s culture and values.
    

• Connect people to the big picture.  Employee confidence in management, and the vision/direction of the organization, are important predictors of turnover.
    

• Identify growth and development opportunities.  People are looking for job growth and learning opportunities, or they are looking for a new job.
    

• Strengthen supervisory relationships.  Supervisors can provide coaching and regular performance feedback to help employees determine needs and increase their skills.
    

• Conduct regular employee surveys.  These can help you understand when and why people are thinking of leaving.

Source: T&D Magazine - February 2005

Next Month

Do you feel that work is relentless?  That you’re overwhelmed and never quite able to get ahead of the crisis du jour?  According to one executive coach, at least 60% of her clients are suffering from serious stress-related health issues!  So, in the face of this, what can leaders do about it?

To subscribe: send an e-mail to jeff@giftedleaders.com with the word, SUBSCRIBE in the subject line.  Please feel free to pass this e-newsletter along to your friends and family.