Assuring Full Engagement and Retention
from the Turning Good People Into Top Talent blog series
by Bob Moore, CMC
You have just completed a successful recruiting campaign for a key position. You believe you have hired the best candidate for the position. Now what?
You must immediately give consideration to retention and engagement (if you haven’t already).
Addison Group, a leading staffing and recruiting firm, recently conducted a survey that reveals what employers need to know to attract and retain top talent.
Be aware that while only 16 percent of workers are actively looking for a new job, almost half keep their resumes up to date, even when steadily employed.
Nearly a third of workers admit to passively browsing for new opportunities and are open to interviewing for a different job.
This means that even your new hires may remain job seekers.
Add to this the findings of Gallup’s ongoing research that an employee’s manager/team leader is the primary influence on retention and engagement.
It is a well-documented fact that employees don’t leave their job, they leave their manager.
Almost two-thirds of workers want a manager who provides honest feedback and over half want one who demonstrates trust.
Open lines of communication between managers and employees is essential to establish and maintain a stable, trust-based relationship.
Your investment in management development can be the most significant investment you can make in worker satisfaction, engagement and retention.
I highly recommend the use of profiles and personal assessments that can help build trust by increasing awareness, and minimize conflict and miscommunication.
Learn about how to improve selection, alignment and development by sending an email to Bob@Effectiveness.com.
CMC®, Certified Management Consultant,
is the globally recognized certification mark
of competency, professionalism and ethics.