| Retention Problems? Talk About It !!!!!!!!! Dear All , please go through all my posting so that everyone can have good knowledge on the management and other aspects scenario !!!!!!!!!!!
Retention Problems? Talk About It
by Erin Green
As the economy turns around, talent managers are increasingly concerned about retaining and engaging employees. Having a simple conversation about career aspirations could be all it takes to keep them on board.
"A lot of the research suggests that the relationship between managers and employees is one of the centerpieces for engagement and retention," said Caela Farren, president of MasteryWorks. "Having those conversations certainly builds those bridges and lets employees feel known, appreciated and valued. The deeper the relationship between managers and their direct reports, the higher the performance."
Farren said there are five fundamental reasons why employees become disengaged or leave a company:
1. Lack of partnership or trust with managers.
2. Lack of career opportunities and challenging work.
3. Lack of work-life balance.
4. Lack of career fit.
5. Lack of passion for the mission or strategies of the organization.
Farren recommended engaging employees in conversations that focus on career aspirations to identify these problems before they become serious. Typical questions a manager should ask an employee include: What do you love to do? What are you really good at? What do you enjoy in your work? What are your career goals and your short- and long-term aspirations?
"When you begin to hear [answers], you really are listening for opportunities," Farren said. "[You start] knowing their aspirations, knowing what they want to learn [and] what they think is important that they need to learn - whether it's a new computer program, a language or a new competency. Once you know that as a manager, you can begin to look for opportunities, mentors or projects where that learning is much more possible.
"One of the [questions] I really like to ask my employees is: 'What's missing in the organization and where do [you] want to continue more fully?' Because that usually ties what their real strengths and talents are with what their goals are, as well as with the needs of the organization, so that's a win-win."
Managers could find that it doesn't take much more to engage and retain employees than learning about their employees' aspirations and finding opportunities to fit those objectives. "As managers get wiser about opening those doors and windows and making it easier for people, what they find is that people stay there, that they don't leave, that they actually stay because of opportunities," she said.
In addition to having career conversations, Farren also made the following recommendations to retain employees:
1. Focus on opportunities.
"Really show them other options within the organization - lateral moves they could make, ways to learn what it is that they want to learn - and really be their advocate to make those things happen."
2. Provide mentoring.
"Hook them to mentors who are aligned with [their] goals, whether it's to learn a competency or a language, be on a project or move to a different part of the country."
3. Raise their profile.
"Help them become more visible in the organization. Provide opportunities to meet leaders [and] customers, to attend project meetings or be part of projects so they're actually increasing [their] visibility and building their networks."
4. Act as an advocate.
"Support their goals, even if it does mean [they will be] moving on in the organization or moving out of the organization."
5. Open the door to innovation.
"Create a more innovative work environment, where red tape is less important and good ideas, new ideas, breakthrough ideas are critical, and reward that. People are looking for the opportunity to contribute and innovate."
Thanks to all n god bless all
SK Giridhar
Organisational Expert
Motivational Speaker & Trainer
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