It's All Employee Retention.

Is Employee Engagement Tired and Overused?

Are you having conversations about employee growth and development? This extends beyond the seemingly tired and overused phrase Employee Engagement. So many write, talk, and present about the importance of retention but what is really done to ensure that a company really shines when it comes to these efforts? The conversation shift continues: Employee Experience.

Isn't it all just retention?

Talent, Talent, Talent

Is there really a difference between talent attraction and talent management? There should be a concerted and continual effort to keep attracting the talent you've already acquired. I am dumbfounded by the crazy amount of effort and endless blathering that goes into talent attraction, recruitment marketing, employer branding, and hiring when compared to the real effort (or lack, thereof) put into retention, employee development, and succession planning. Is there no comprehension of what it takes to replace a good, loyal employee? It is more than the estimated costs around time to fill. It is more than costs attributed to that position being open for an extended amount of time. How has the monumental previous effort put into hiring quality, training said hire, amount of time to build and sustain loyalty, and developing a brand ambassador for your organization been forgotten?

The creation of the ultimate quality employee is not achieved when an offer letter is signed and onboarding is complete. Quality Employees who stay are years and considerable effort in the making. Onboarding needs to be Ongoing.

Brand Ambassadors at Every Desk

"Every employee is a marketer for your organization." 

Every. Single. One. 

If a brand ambassador leaves your organization, what do you lose?

You lose:

• The great work / functions performed by a quality and loyal employee
• A voice that promoted and represented your company well.
• The time put into developing and training that loyal employee.
• The opportunity to build an internal talent pool and succession plan for future growth.

And what is the cost to the employees who stay, who feel the loss of that brand ambassador and quality employee, a 360 degree leader or perhaps, a superior?

And what kind of marketing or branding is being done by employees who are not happy, not engaged, whose experience has been poor or worse – miserable. You know…, the ones who stay.

What kind of marketing and branding is done by those ex-employees? You know..., the ones who left or were let go inappropriately?

What are you doing to keep your Quality Employees?

Human Resources is inundated with work. It might be the constant request and cry for supervisors to conduct and complete annual performance reviews - there's an easier way, by the way. It might be responding to individual questions from inquiring employees regarding payroll, benefits, bonuses, promotions, transfer requests, complaints or claims, time off or illness.

HR is busy. How do you keep up with that day-to-day work and also, on top of everything else, help employees feel valued on a consistent basis?

The charge for HR is a battle cry. I get it.  I've been a practitioner, a recruiter, a hiring and retention manager. The pain – your pain â€“ is real.

What is the Solution? Is there a Solution?

The realities for Millennials, Gen Z and the Now Gen Workforce (everyone else who WANTS / NEEDS to work) need to be the realities of HR and executive management.

I recently ran an impromptu poll / survey on Facebook asking why they stay at a job. The responses, across the generations, were very similar. People want to be shown that they are valued and trusted.

Valued and Trusted. That's it.

Start talking to your great employees as often as you do to the ones who are struggling or who have tendered resignations.

Are you asking the question: "Why do you stay?" Do you know what drives your workforce - what makes them do well, remain loyal, and yes, what makes them stay?

Listen to the answers received and develop an employee path â€“ a roadway to adhere to so your organization arrives at the destination called success.

Are Your Employees Your Most Important Customer?

Many CEOs state that their employees are their most important customer. Is it B.S. or Do they put their money where their mouth is?

Do you have a great "I value my employees" story? I'd love to hear it.