Instructor
Diane L Dee
It’s every manager’s nightmare: One of your best employees turns in their resignation out of the blue.
You now have a number of challenges to manage on top of your daily responsibilities. Not only do you have to find a replacement for the valued employee, but you must also consider the impact the departure will have on the rest of your staff. Additionally, employee departures usually result in current employees having to pick up the responsibilities of the departing employee resulting in employee frustration and lowered morale.
The bottom line is: It’s more efficient to retain a qualified employee than to recruit, train and orient a replacement employee of the same quality. Good retention starts at the time you hire an employee and continues throughout the employee life cycle.
Whenever an employee walks out the door, employees notice. Some will even start wondering if they should start looking for a new job, too. The impact of employee turnover goes beyond just dollars. If your organization is constantly recruiting due to high employee turnover, you’re stuck in a cycle of hiring instead of engaging and encouraging your high performers. That’s why employee retention and employee job satisfaction should be high on every organization’s list of priorities.
Some strategies employers can use to retain employees include conducting stay interviews, fostering pay transparency, increasing employee engagement and smart onboarding, among others.
Participation in this webinar will assist participants in understanding why employees leave and what steps an organization can take to develop an effective retention program.
