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Compliments of: Janine Moon, MA, Career & Business Coach |
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CompassPoints |
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August 2004 |
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Columbus Senior Roundtable Meetings
will resume in the fall. Execunet Meeting Thurs, Aug
26/04 7:30 to 9:30
am Bank One
Corporate Register by
Aug 24: Upcoming Programs Thurs, Aug 26 Execunet Program The Shifting Workplace: Temporary
Services, They're not just temps anymore! Speaker: Ken Lazar, District Manager, Major Markets, Kelly
Services Tues, Aug
31 AMSpirit
Upper Arlington Chapter Meeting Topic:
Coaching Thurs,
Sept. 2 Anthem Lunch
& Learn: Giving & Receiving Feedback CompassPoints Subscription? To sign-up for our monthly newsletter: If you’d rather not receive CompassPoints: Janine
Moon CompassPoint Coaching LLC 2015 Arlington Ave Columbus, Ohio 43212 U.S.A. Tel: 614.488-6876 Fax: 614.488-1458 We’re on the Web! Copyright (c) 2004 Janine Moon CompassPoint
Coaching |
Common denominator retains
employees Finding, training and retaining good employees is a major investment
for any company, and having excellent hiring practices is crucial to employee
satisfaction and loyalty. Increasing employee retention has a domino effect:
happier, stable and productive employees create more satisfied customers,
which creates a more profitable enterprise. Employee turnover is a very costly expense: experts
say that it can cost 50 to 200 percent of a person's annual salary. It
doesn't matter whether employees are young or old or have the best employee
benefits package, incentives and more, the single most common reason people
stay or leave an organization is based on the relationship they have with
their direct supervisor. lBest hiring practices work to preserve
longevity For top
executives, staying abreast of current best hiring practices trends will
support the overall longevity of an organization. When hiring, it's important
to "see" beyond the personal interview and past experience. Dr.
Maynard Brusman, a leadership team expert comments, "Effective hiring
starts with a performance-based job description that reflects what needs to
get done. This is an outcome-oriented approach. The ability to achieve
measurable objectives is a better predictor of future performances than the
candidate's level of skills and experience. Comparable past performance is a
leading indicator of future performance." Once the hiring is done, retention requires more
than just a competitive salary.
People want to be challenged, valued for their contributions, have
meaningful work they can feel passionate about, receive ongoing feedback, be
allowed appropriate autonomy in their positions, have opportunity for growth
-- and have respect and open communication with their immediate supervisors. lTips for Retaining Employees *Reward your high performance employees: take the time to appreciate
them verbally or by written word; practice MBWA (management by walking
around) and take the time to catch people doing good work! *Cultivate a management style that motivates
positive production and company loyalty; servant leadership, for example,
includes rank without privilege and connects “heart” with “wallet.” *Value and note key competencies: analyze the
competencies of your top employees and use that information in the hiring
process. *Keep shared knowledge alive: weave the experience
of Gen-Xers and Baby Boomers together to ensure knowledgeable future leaders;
formal or informal mentoring is satisfying to both mentors and mentees. *Attract talent who have the same values as the
company; do you practice those values on an observable level -- daily? *Encourage ongoing workplace education; employees
know that keeping up with workplace change means new learning on a regular
basis…keep employee skills and knowledge sharpened and they will lead your
business success. *Acknowledge workplace contributions and how they
impact the organization's success; have a recognition and rewards program
that gives employees rewards important to them…a
gift certificate to a restaurant, verbal recognition during a staff meeting,
or time off for a family occasion. *Ensure managers use good communication and EI
skills; include specific competencies in frequent performance feedback and
offer training for review of skills and coaching for those who would benefit
from one-on-one review. *Align employees with individual interests where
appropriate to their work. *Retain executive coaches for management support to
help managers move toward a coaching style and away from a hands-off or
command and control style. Organizations must prepare for the future by
investing top priority time to bring in top talent. In today's ever-changing
marketplace, attracting the right employees at the right time will also help
keep a company true to its mission and corporate strategies -- and help
prepare for the coming shortage of workers.
According to the U.S. Bureau of Labor Statistics,
there will be 151 million jobs in the U.S. by 2006, with only 141 million
people available for employment. If each individual employee within an organization
is happy with how they are viewed and treated by their boss, understand how
they fit into the bigger corporate picture, feel positive about their job and
how they fit into the organization’s future, they will be more likely to stay
over the long haul, no matter the changing marketplace trends. Felix Adler “Act so as to elicit the best in others and thereby in thyself.” Looking within… Today’s organizations are often in a
constant state of flux, grappling with changes caused by improved technology,
workplace culture and values shifts, global competition and the hunt for best
talent. In your pursuit of top managers and employees, remember that
inspiration can only come from a workforce that feels valued. Managers
who are well-rounded in their business skills and knowledge, who communicate
openly and foster positive, productive workplaces, who are self-reliant and
never lose sight of the overall mission of their company, will undoubtedly be
crucial to any organization's bottom line.
Changing work environments need creative and synergistic thinking. As
a coach, I can help create, track, and monitor best hiring practices to
ensure a quality, effective and successful talent management program. -JM If you have thought about coaching, but
just aren’t sure how to begin, call or e-mail me, I’ll introduce you to
coaching and you can “try it on” with no commitment, only learning! – JM Until next month... “Leadership
development and character development are one.” ~ James Hunter ~Please
feel free to pass along this newsletter to someone else who can
benefit from reading it~ |