to BI Solutions
Sponsored by Highland Business Institute
This is the
second edition of BI Solutions, a monthly e-newsletter designed
to inform you of emerging business trends and help you be more successful
in the workplace. Please let us know what you think by sending a
note to BusinessInstitute@highland.edu
being highlighted in our e-newsletter by offering a tip of suggestion
that has worked for you at your workplace.
Please send us an
email or call us at 815 232-1362.
Tips for Employee Retention
retention is one of the primary measures of the health of your organization.
If you are losing critical staff members, you can safely bet that
other people in their departments are looking as well. Exit interviews
with departing employees provide valuable information you can use
to retain remaining staff. Heed their results. You’ll never
have a more significant source of data about the health of your
employees know clearly what is expected from them every day at
work. Changing expectations keep people on edge and create unhealthy
stress. They rob the employee of internal security and make the
employee feel unsuccessful. Employees need to work within a specific
framework and clearly know what is expected from them.
quality of the supervision an employee receives is critical to
employee retention. People leave managers and supervisors more
often than they leave companies or jobs. It is not enough that
the supervisor is well-liked or a nice person, starting with clear
expectations of the employee, the supervisor has a critical role
to play in retention. Anything the supervisor does to make an
employee feel unvalued will contribute to turnover. Frequent employee
complaints center on these areas.
of clarity about expectations,
of clarity about earning potential,
of feedback about performance,
to hold scheduled meetings, and
to provide a framework within which the employee perceives
he can succeed.
The ability of the employee to speak his or her mind freely within
the organization is another key factor in employee retention.
Does your organization solicit ideas and provide an environment
in which people are comfortable providing feedback? If so, employees
offer ideas, feel free to criticize and commit to continuous improvement.
If not, they bite their tongues or find themselves constantly
"in trouble" - until they leave.
and skill utilization is another environmental factor your key
employees seek in your workplace. A motivated employee wants to
contribute to work areas outside of his specific job description.
How many people could contribute far more than they currently
do? You just need to know their skills, talent and experience,
and take the time to tap into it. As an example, in a small company,
a manager pursued a new marketing plan and logo with the help
of external consultants. An internal sales rep, with seven years
of ad agency and logo development experience, repeatedly offered
to help. His offer was ignored and he cited this as one reason
why he quit his job. In fact, the recognition that the company
didn't want to take advantage of his knowledge and capabilities
helped precipitate his job search.
By: Susan M. Heathfield
Business Institute can provide this service for your company and
your employees. Contact
us to learn more.
the Job, at Your Home—Everyone’s a Project Manager
February 28 & March 1
4:00 p.m. – 6:30 p.m.
better at running the simplest to the most complex projects.
Using hands-on training, participants will apply fundamental
project management concepts to an in-class project.
Change in the Workplace
8:30 a.m. – 12:30 p.m.
HCC West Campus in Elizabeth
Introduces the 3-phase change management process – preparing
for change, managing change, and reinforcing change. Learn
what decisional and consequence face employees during periods
of change, and how you can help employees navigate the process
through positive coaching tools and techniques.
the Right Person and Keeping Them
March 27 & 28
4:00 p.m. – 6:30 p.m.
This seminar covers human resources topics for the non-human
resources employee who has been given HR responsibilities.
The course is useful for supervisors, small business owners,
and companies without a dedicated HR manager.
For other upcoming Business Institute classes and programs check
us out on the web