You are here: Home / Archives for Employee Retention

Every Job Matters (to Someone)

May 3, 2012 By Leave a Comment
woman_at_desk

Recently I heard a presentation by Jim Gibbons, President & CEO of Goodwill Industries. In it he said that "every job matters." Every job has someone relying on the incumbent of the position to do their job well so that the other person can either: benefit or do their own job well. Your client/customer is either internal or external.You serve (or produce for) the external client or someone who delivers to the external client. This is true whether you operate in the private, public or non profit sector. This is a powerful concept to help your employees find meaning in their job. Ask them who their customers are. Ask them to whom doing their job well matters. Ask them … [Read more...]

Filed Under: Employee Engagement, Employee Motivation, Employee Retention Tagged With: , , ,

One Employee at a Time

October 17, 2011 By 1 Comment
Bank-Teller-Line

Back in the 90's the Royal Bank of Canada had a series of TV commercials touting the theme, "Building a Better Bank, One Customer at a Time." The message, as I recall, was that RBC treats each customer as a unique individual and strives to win them over, one-at-a-time. I frequently refer to this ad campaign in my management development workshops. The parallels are natural… RBC has customers, current and new. Managers have employees, current and newly hired. RBC seeks to understand the individual needs of each customer and then find a way to satisfy them. The best managers learn what their employees want from working and, in return for good performance, try hard to satisfy … [Read more...]

Filed Under: Employee Motivation, Employee Retention, Uncategorized Tagged With: , , ,

Interesting Things Google Does re Its People

July 4, 2011 By Leave a Comment
stockxpertcom_id214820_size1-300x202

I recently attended a presentation by Shannon Deegan, Google's Director of People. Now, a lot has been written about this company and how it is up there in the stratosphere of "best places to work," as decreed by Fortune magazine and others. Not surprisingly, Google received around 2 million resumés last year and filled 5000 positions. And growth? They have grown from zero to 25,000 employees in just eight years. Here are a few points, in no particular order, that stood out for me from Shannon's speech: The company's mission, created by the founders Sergey Brin and Larry Page, is not expected to change for at least a century. It reads, To organize the world's information and make … [Read more...]

Filed Under: Employee Engagement, Employee Retention, Organizational Life Tagged With: , ,

Look Beyond the Money for their True Motivators

May 30, 2011 By Leave a Comment
stockxpertcom_id883021_size1-218x300

In PwC Saratoga's latest Global CEO Survey, 65% of CEO's report that they intend to use more non-financial rewards to motivate their staff. This is an admission that the a motivation strategy full of mostly financial reward "carrots" is not enough, especially for their highly skilled and high potential employees. We so easily forget the fact that people are looking for at least some measure of fulfillment from the time they spend on the job. "Fulfillment," of course, can take many forms: interesting work, challenging assignments, variety, freedom to make decisions, the opportunity to serve, making a difference in the lives of others, growth and learning, developing and mastering new … [Read more...]

Filed Under: Employee Motivation, Employee Retention Tagged With: , ,

Does Job Satisfaction Lead to Better Results?

February 28, 2011 By Leave a Comment
workforce_satisf

This question has been studied for decades and no direct relationship has been established. Despite what would seem to be a slam-dunk connection, happier workers don't necessarily result in a bumped up bottom line. A recent study by researchers at Cornell, however, has mapped a path between the two. It is not a direct route. There are three intervening variables: Keep in mind, this was done in a U.S. nation-wide retail company with close to 800 stores. As the researchers admit, the link between satisfaction and results may well be stronger in industries where the interaction between staff and customers/clients is more involved and complex (e.g. professional services) or where … [Read more...]

Filed Under: Employee Engagement, Employee Retention, Performance Tagged With: , ,

The Four Strategic HR Challenges for the Upcoming Decade

November 1, 2010 By Leave a Comment
BCG-Report

Boston Consulting Group, in conjunction with an association of people management associations worldwide, completed a comprehensive on-line + live interviews study on how they are approaching strategic human capital development for the next decade. It's called "Creating People Advantage 2010" and worth downloading if you are concerned with the strategic element of human resources in your organization. Among a wide-ranging group of topics, their results address how human resources challenges have been changing in the last few years. As a manager, you should find this interesting. The four (of 21 potential challenges) that were ranked at the top are: Managing Talent Improving … [Read more...]

Filed Under: Employee Retention, Leadership Development, Talent Development, Talent Management Tagged With: , , ,

Trust, Communications, Leadership…and Retention

September 6, 2010 By Leave a Comment
images

I've been approached by a prospective client who wants a workshop as part of an internal strategic initiative around communications between the levels. They want to focus on: 2-way communication, down to the employee and upward to the manager what should be communicated and when obstacles to communicating more openly how to solicit communication from staff listening creating a climate where it's safe to speak your mind This stuff just doesn't go away as an issue, does it? I heard similar concerns when I started my training and consulting practice 22 years ago. Nevertheless, my potential client is wise to address these concerns. Why? Look no further than Deloitte's just … [Read more...]

Filed Under: Communicating, Employee Retention Tagged With: , , ,

Fulcrum Associates is a leadership development firm that helps organizations improve performance by expanding the impact of their managers and their teams on the results that employees deliver.

Through highly interactive workshops, one-on-one coaching, keynote presentations and facilitation services, we help managers become better leaders, foster commitment and accountability in their staff, and generate consistently high performance.

U.S.A.
1711 Pine Valley Drive
Vienna, VA 22182-2339
Phone: 703-255-4605
CANADA
250 The East Mall, #1232
Toronto, Ontario, M9B 6L3
Phone: 888-385-2786