Eric Jacobson

Posts Tagged ‘Employee Retention’


Are Your Supervisors Driving Away Your Employees?

In Company Culture, Effective Communications, Employee Engagement, Employee Retention, Employee Satisfaction, Engaging Employees, General Leadership Skills, Leadership, Leadership Books, Leadership Education, Leadership Skills, Leadership Training, Management, Motivating Employees on February 15, 2012 at 8:08 pm

One section in Richard Finnegan’s book called, Rethinking Retention in Good Times and Bad, compares traditional thinking versus new ways to think about retention and the vital role supervisors play in retaining employees.  For example:

Traditional Thinking:  Human Resources-driven programs like pay and recognition are essential for retention.

Rethinking Retention:  Ineffective supervisors trump programs and drive turnover.

Traditional Thinking:  All aspects of company culture contribute equally to retention.

Rethinking Retention:  Supervisor-employee relationships have a disproportionate impact on retention; the supervisor is the company.

Traditional Thinking:  Centralized communication and career programs impact all employees equally.

Rethinking Retention:  Supervisors drive what employees know and learn and help them prepare for careers.

Are your supervisors helping to retain employees or driving them away?


Are You Doing All You Can To Retain Your Employees?

In Company Culture, Employee Engagement, Employee Satisfaction, General Leadership Skills, Leadership, Leadership Books, Management on January 4, 2011 at 8:38 pm

A survey recently completed by the job-placement firm Manpower that found 84 percent of employees intend to look around for a new job this year, and that is up from 60 percent last year.  The high number of those wanting to change jobs is primarily because they’re disappointed with their current jobs where for the past year they’ve have increased workloads and no to small pay increases.

Business leaders can read Overland Park, KS’s Leigh Branham’s books:

  • The 7 Hidden Reasons Employees Leave
  • Re-Engage

to learn more about why employees leave their workplaces (including non-financial reasons), and what leaders can do to boost employee retention.  Both are excellent books.


Good Supervisors Key To Employee Retention

In Company Culture, General Leadership Skills, Leadership, Leadership Education, Leadership Skills, Management, Motivating Employees on August 23, 2010 at 6:00 pm

Richard Finnegan has written a terrific new book called, Rethinking Retention in Good Times and Bad.

One section compares traditional thinking versus new ways to think about retention and the vital role supervisors play in retaining employees.  For example:

Traditional Thinking:  Human Resources-driven programs like pay and recognition are essential for retention.
Rethinking Retention:  Ineffective supervisors trump programs and drive turnover.

Traditional Thinking:  All aspects of company culture contribute equally to retention.
Rethinking Retention:  Supervisor-employee relationships have a disproportionate impact on retention; the supervisor is the company.

Traditional Thinking:  Centralized communication and career programs impact all employees equally.
Rethinking Retention:  Supervisors drive what employees know and learn and help them prepare for careers.

Are your supervisors helping to retain employees or driving them away?


Block The Exit Door

In Company Culture, General Leadership Skills, Leadership Training, Leading By Example, Motivating Employees on December 16, 2009 at 9:12 am

Fifty-five percent of employees plan to change jobs, careers or industries “when the economy recovers,” according to the 2009 Employment Dynamics and Growth Expectations Report.

One in five workers are “highly disengaged,” reports the Corporate Leadership Council.

So, even though the writing may be on the wall come the economic recovery, there are steps a workplace leader can take to help retain employees.

According to Leigh Branham, founder and CEO of Keeping The People Inc. in Overland Park, KS, and as he discussed in “The Thinking Bigger Guide For KC Entrepreneurs” magazine, there are seven primary reasons employees leave:

  1. The job or workplace was not as expected
  2. Mismatch between job and person
  3. Too little coaching and feedback
  4. Too few growth and advancement opportunities
  5. Feeling devalued and unrecognized
  6. Stress from overwork and work-life imbalance
  7. Loss of trust and confidence in senior leaders

Fortunately, even now when budgets are tight, workloads are hefty, and companies have depressed top and bottom lines, leaders can at a minimum address reasons #3, #5 and and #7 without spending money. 

Branham’s firm helps organizations analyze the root causes of employee disengagement and turnover, and then helps them develop and implement employer-of-choice strategies.

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