Expert Insights on Employee Retention

IN THIS COURSE

• 1.  People Engagement Versus Business Engagement
  1m 24s
  Engagement in conversation is different from engagement in the business. Employees who are engaged in their work know what to do; operate autonomously; and can make their own decisions. Interpersonal engagement may not translate to work engagement. FREE ACCESS
• 2.  Unleashing the Potential of your People: Inspire Hope not Fear
  2m 16s
  Fear makes us concentrate on survival and security; not engagement and innovation. Inspire hope; instead. FREE ACCESS
• 3.  Increasing Engagement in Your Organization
  2m 57s
  Engagement is the connection employees have with the organization and each other. FREE ACCESS
• 4.  Engage Your Employee
  1m 11s
  It’s important to let employees have a voice in your decision-making. FREE ACCESS
• 5.  How to Increase Engagement
  3m 57s
  About 70 percent of American workers are not engaged. To increase engagement create an attractive work environment; connect workers with the purpose; and try to make the work fun. Allison describes a competition to encourage hand washing in a hospital. FREE ACCESS
• 6.  Developing High Levels of Engagement
  3m 26s
  Employees who are excited to come to work are well matched to the culture of the organization. FREE ACCESS
• 7.  Two Magic Ingredients for Engaging People
  3m 11s
  Change communication from one-way—telling people what to do—to two-way engagement. Second; to engage people they must feel valued and included. FREE ACCESS
• 8.  Giving Employees Space Fosters Engagement
  3m 22s
  Giving your employees more space might be the best way to keep them close. FREE ACCESS
• 9.  Gaining Engagement through Autonomy
  2m 18s
  People don’t engage through management or incentives; they engage through self direction. FREE ACCESS
• 10.  A 'Joy Meter' of Employee Engagement
  2m 30s
  Allison Rimm constructed a “Joy Meter” to measure the ratio of joy to hassle an employee might feel when asked to take on a new assignment. Her example is being asked to serve on the audit committee; and some considerations that influence the level of her joy. FREE ACCESS
• 11.  Your Business Is The Training & Development Of Your People
  3m 27s
  Put your people first. ServiceMaster Chairman Emeritus William Pollard explains why it's critical for businesses to make the training and development of its people a top priority. FREE ACCESS
• 12.  Onboarding Teams Improve Retention
  2m 18s
  Retention of a new employee can be more problematic than the recruiting and hiring process. Maintain workplace diversity and improve retention rates by creating an onboarding team. FREE ACCESS
• 13.  Surveys, Focus Groups, and Meaningful Employee Engagement
  2m 12s
  Many companies conduct annual employee surveys and then do nothing with the information they gather. The result? Time wasted, employees disengaged in the feedback process, and a missed opportunity to find out more about the inner-workings of your organization. FREE ACCESS
• 14.  Avoid Exit Interviews by Taking the Time to Conduct “Stay Interviews”
  3m 2s
  The success of your organization is dependent on the performance of your top talent. Yet, many managers only scramble to retain talented employees and keep them engaged once it has become clear they plan to leave. Conducting a “stay interview” lays the groundwork for keeping employees engaged, committed, and productive. FREE ACCESS
• 15.  Achieve Maximum Results and Team Dedication Through Job Enrichment
  2m 42s
  Regardless of your role, the feeling of being challenged can easily change to a feeling of routine. When this happens to your employees, their enthusiasm evaporates, and they may consider leaving the organization. Job enrichment, which can be facilitated through learning, helps employees to find the growth, the challenge, and the renewal they seek. FREE ACCESS
• 16.  Five Steps to Build Your Talent Pipeline and Deliver Career Opportunities to Your Employees
  2m 44s
  Tangible career opportunities are one of the primary reasons people stay with an organization. Leaders who fail to engage in career opportunity conversations risk losing their top talent. If you want engaged productive people on your team, help them find opportunities to shape their careers, according to their own unique wants and needs. FREE ACCESS
• 17.  Retaining Your Top Talent Through Listening, Responding, and Showing Respect
  2m 5s
  If you disrespect your top talent, and if they feel you don’t trust them, they’re unlikely to stick around. The one behavior that talented people seldom tolerate for long is disrespect. To retain your top talent, listen to them, respond to them, and always treat them with respect and dignity. FREE ACCESS
• 18.  To Keep Your Top Talent, Be Creative When Showing Them Your Appreciation
  2m 45s
  People want recognition for work well done. Pay and perks are important, but they are not enough to keep people from leaving if they don’t feel appreciated. Rewards need to match your employees’ needs and wants, and rewards that are expected or deemed routine are ineffectual. FREE ACCESS
• 19.  The Key Elements to a Great Onboarding Approach
  4m 2s
  Despite the importance of onboarding, it's often overlooked. Fortunately, there are some great examples of companies out there who are changing onboarding for the better. Find out about the key elements to a great onboarding approach. FREE ACCESS
• 20.  How to Achieve Employee-Centered HR Design
  4m 22s
  In order to transform HR to make it more relevant and impactful, we need to invest time and energy in user-centered or employee-centered HR design. The objective is to make products and services more closely aligned to the needs and wants of our employees rather than just what the organization wants. Find out how to get to a more employee-centered approach to HR. FREE ACCESS