Retention
Retaining Great People - Is there a disconnect between the 'public persona' and the working reality?
A recent article in the Financial Review stated “80% of Australian managers consider their employment brand to be ‘proactively managed, clearly understood and aligned with employee expectations” The article went on to say 63% of employees feel their employer is not delivering the employment experience that was promised to them”. Points raised in the article included:
- #1 reason for employees leaving is the boss – how staff get on with the boss is important in determining whether they will stay with the company;
- Employees expect their manager to play an active and regular role in their coaching;
- Morale in the workplace – an on-going challenge – achieved through managers, teaching them to create better work environments, communicating the company’s vision and strategy and implementing training programs;
- One–size-fits-all strategy does not work – inter-generations of workers with different needs and aspirations.
A survey by Hudson Australia revealed that holding onto existing employees has emerged as the highest priority for Australian organisations in 2006 . 39% of employers identified staff development and retention as their leading priority.
Do you know how long your key people want to stay with your organisation? Does your organisation have a risk management approach to addressing turnover?
Kingscroft makes use of a leading edge methodology to provide Clients with Retention, Workforce Engagement and Performance Enhancement solutions. This approach focuses on establishing the inpidual’s perception of the health of their relationship with their company and their job, allowing the identification of problems and potential interventions and strategies to maximize retention. If you would like to find out more please contact Garry King on 0412 307 122.
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