One Way Employee Retention Impacts Recruiting...

In the last post, we made the move from focusing on the importance of employee retention to looking at recruitment and retention strategies. With that in mind, we can never really afford to take our eye off the ball with regards to creating the type of culture that keeps great people onboard and engaged! 

I’ve seen organizations be incredibly hesitant to invest time and resources into intentionally building up the individuals on their team, then increasing their compensation accordingly, and having to fill entry level positions over and over and over again. I’ve also seen organizations that adhere to extremely stringent timelines and procedures before even considering a pay raise. Many times, the companies doing either (or both) of those things also struggle to attract solid candidates for the roles they need to fill. Sometimes a company may even offer crazy sign-on bonuses to reel candidates in, but the holes in their process for career growth keep those same...

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Genuine Appreciation

Originally shared in A Daily Dose Of Leadership on August 6, 2020.

Through the last few blogs, we’ve taken a look at some things we can do to intentionally include individuals as part of our team and build a culture of authentic inclusion. Since we each have our own unique blend of all four behavior styles, this has been focused on providing a starting point based on someone’s primary style. The first two styles we looked at were very Outgoing and rarely need more than an initial invitation to begin the process of bringing them into the fold. But the group we’ll look at today will likely need a bit more encouragement, and that’s critical to recognize because this group makes up almost as much of that population as the first two combined!

Those with a primarily SUPPORTIVE style represent around 35% of everyone we come in contact with on a daily basis. These Reserved and People-Oriented folks are nearly always willing to do things for others that they’d...

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