This past week, I had the privilege of presenting to some amazing Vistage Worldwide, Inc. groups in Chicago. We delved into the ever-relevant topic of employee retention, and I wanted to share some thoughts with you on it. Key Insight: Employee retention isn't just about offering competitive salaries or flashy perks—it's about creating a culture where employees feel valued, engaged, and aligned with the company’s mission. Retention starts with the first interaction. It's about building trust and showing genuine care for your team members as individuals, not just as employees. What can you do? - Engagement Over Perks: While perks can attract talent, genuine engagement keeps them. Like in any relationship, employees are more likely to engage if they feel connection, respect and appreciated. - Autonomy: Providing employees with autonomy in their roles can significantly reduce turnover rates. It’s about trusting your team to do their jobs without micromanagement. - Continuous Development: Invest in employee growth and development. Our discussions emphasized that retention is a proactive, ongoing effort. Leaders must be willing to invest in their teams (and in their own leadership skills) and create an environment where employees want to stay and grow. Feel free to DM me if you'd like to discuss your strategies for retention. I am here to help. Thank you Steven Larrick, Mark A. Shapiro, David Galowich, and Aimee Daniels for inviting me into your groups for these workshops. #EmployeeRetention #Leadership #WorkplaceCulture #EmployeeEngagement #PowerofVistage
Gustavo Grodnitzky, Ph.D. (he/him)’s Post
More Relevant Posts
-
Involved leaders are important for employee retention, morale and overall performance. Today my CEO/direct boss, Emily Rushton, met with me over a lovely breakfast at the Grand America Hotels & Resorts restaurant. The purpose of this meeting was to check in with me after being a month in with the company- Hire Integrated. As a fully remote company, in person meet-ups are huge. She listened to my personal goals, not just my goals on how I would grow the company. She checked-in to see if the work I’m doing is still something that makes me come alive and aligns with me personally and professionally. She also took an opportunity to dive into my past experience with success and encouraged me in a way that brought confidence back into what I was doing here for Hire Integrated. When a leader takes the time to connect with their employees one on one, checks in with them personally, and encourages them in the unique ways that will resonate with them specifically only good things happen. The employees start to build trust in their leadership, align with the company’s goals and vision and subconsciously raise their overall buy in. THIS is how you keep employee retention, gain direct insight into how your employees feel about working for you, and get a better understanding of what’s working and what is not. Thank you Emily Rushton for believing in me and taking the time to help me grow. #leadership #bosses #employeeretension #encouragement #HR #recruitinghappy
To view or add a comment, sign in
-
One of the topics that comes up in our peer groups is employee retention. This is a short, but interesting, article on the one thing leaders can offer employees that makes a difference. What are your thoughts? #peergroups #advancepeergroups #leadership #employeeretention
To view or add a comment, sign in
-
It's not enough for business leaders to talk about grand strategies, while not developing and motivating the executors of such strategies and not showing appreciation to those who are stepping up. Another reason is their priorities. The questions they need to be asking themselves are: a. What are the company's aspiration? b. What is the market segment the company is in or should be targeting? c. How can they do things differently so that customers in this / these segment/s choose their products over the competitors'? d. Do they have what it takes to deliver this product / service offering i.e. the right people, systems, systems and processes? e. What mechanisms are in place to "tweak" such strategies? Instead their thoughts revolve about how they can lower costs ( including replacing higher paid and more knowledgeable senior employees with cheaper new employees who do not understand the product or the customer) and increase sales in order to maximise market cap ( which is, of course connected to their bonuses), without actually looking at how they are treating their customers. This is the leadership equivalent of shooting oneself in the foot.
Market Manager @ ALI BIN ALI | Business Growth, Commercial Development | Retail | Supermarket | OMNI | Key Account Management | Sales & Distribution |
🔥 Are Your Leaders Navigating in the Dark? Shedding Light on Employee Engagement and Recognition 🚀 Picture this: a workplace where every team member wakes up eager to contribute, driven by a profound sense of purpose and appreciation. Yet, did you know that while salaries and perks matter, they're not the true drivers of motivation for most employees? Surprisingly, Gallup reveals that only 22% of employees strongly agree that their organization's leaders have a clear direction. 😳 So, are we to believe that 78% of organizations are led by leaders who seem to have misplaced their compasses? It's a staggering statistic that begs the question: How can we navigate towards a brighter, more engaging future for our teams? And let's not forget the perilous outcome of biased appreciation—when recognition falls into the wrong hands, the consequences can be catastrophic, leaving morale in ruins and teams adrift in a sea of disillusionment. 📈💡 Recognition isn't just about boosting morale—it's about tapping into the core human need for validation and belonging. As social beings, we thrive on acknowledgment from others. When leaders take the time to appreciate their team members' efforts, they create a culture of trust, loyalty, and empowerment. 🌱💬 So, the next time you're thinking about how to motivate your team, remember: it's not just about the paycheck or the perks—it's about making each member feel seen, heard, and appreciated. 🙌💼 Join the conversation: What's your take on employee motivation and recognition? Share your experiences in the comments🌟 #leadership #recognition #growth #career #management
To view or add a comment, sign in
-
CEO, Throughline | Board Director | Digital Transformation & Evolution | Future of Enterprise Design & Visual Communications
What better time to re-prioritize company culture than the start of a new year? If you want to cultivate a healthy work environment and nurture employee engagement, Noelle Federico shares 3 helpful pieces of advice: ➡️ Promote every employee’s personal growth. A genuine investment in employees’ development is vital. It shows your team that you don't only care about their performance for the business's sake; you care about them and their success on a personal level. ➡️ Build and support positive relationships. You can't create a strong company culture if you aren't connecting with your team! Creating a structure where leaders have teams of 20 or fewer people allows for an improved understanding of each employee’s strengths and weaknesses. ➡️ Practice and nurture gratitude, kindness, and mindfulness. The old leadership adage "Practice what you preach" goes a long way. Employees will have a hard time staying engaged if company leaders create a cold, fear-based culture. From my personal leadership experience, I've found that embracing empathy, connection, and care for employee success can have a transformative impact on your team. Are there any tips you'd add to this list? #CompanyCulture #EmployeeEngagement #TransformationalLeadership
Council Post: 3 Ways To Build A Flourishing Company Culture In 2024
To view or add a comment, sign in
-
It's easy to fake engagement. Employees can come to work on-time each day with a smile on their face but be completely unsatisfied with their work. They could be polishing the resume the moment they leave the office. Troy Hall, Ph.D. I-CUDE just released a newsletter on this topic. He identifies a few types of employees who appear satisfied but are not fully engaged: ➡ Task Completers ➡ Congenial Team Players ➡ Punctual Attendees ➡ Compliance Over Creativity ➡ Minimal Contributors To learn more, check out his newsletter: https://lnkd.in/ezVC2Gtc Focus on organizational culture. Create a cohesive work environment where every employee feels a sense of belonging, value, and mutual commitment. If you build it, they will stay. #OnPurposeAdventures #EmployeeRetention #CohesionCulture #Leadership
To view or add a comment, sign in
-
#recruitment #hiring #promotion #increment #leadership #peoplemanagement #workplace #Recognizing and #Rewarding employees for their commitment and contributions can increase motivation and engagement. The #rewards and #incentives should be tailored to each employee's needs and preferences. When they see their colleagues being recognized for their achievements, it can inspire them to work harder and aim for similar recognition. So, #leaders should make it a habit to recognize their team's #achievements in public to help employees feel valued and supported. This recognition can take many forms, including public praise and recognition, company-wide emails or electronic posters, or special celebrations or events.
To view or add a comment, sign in
-
I love retention. Partly because I am all about the financial gain for a company when they retain good talent and partly because retention means employees are content in their workplace. Both of which brings me joy. If you are looking to retain good talent, Allora can help you! Research suggests that goal setting is a key to an employee finding satisfaction in their role. Accountability to those goals is also vital and often missed due to the busy schedules of leadership. We want to become the safe place for your employees to learn, grow and be held accountable. We want to help develop the roots that will ground your employee within your company. Reach out to start a conversation about how we can help you with retention! #employeeretention #accountabilitymatters
To view or add a comment, sign in
-
Experiential Team Building: Keeping your remote, in-person, and hybrid workforces productive & engaged.
It's easy to fake engagement. Employees can come to work on-time each day with a smile on their face but be completely unsatisfied with their work. They could be polishing the resume the moment they leave the office. Troy Hall, Ph.D. I-CUDE just released a newsletter on this topic. He identifies a few types of employees who appear satisfied but are not fully engaged: ➡ Task Completers ➡ Congenial Team Players ➡ Punctual Attendees ➡ Compliance Over Creativity ➡ Minimal Contributors To learn more, check out his newsletter: https://lnkd.in/eDfCW5af Focus on organizational culture. Create a cohesive work environment where every employee feels a sense of belonging, value, and mutual commitment. If you build it, they will stay. #OnPurposeAdventures #EmployeeRetention #CohesionCulture #Leadership
To view or add a comment, sign in
-
"What lies behind us and what lies before us are tiny matters compared to what lies within us." – Ralph Waldo Emerson. Emotionally Intelligent. Communicator. Coach. Consultant. Strategist. Heart-Centric & Human First.
**The Unspoken Rule of Employee Retention.** In the quest for high employee retention rates, countless strategies are discussed: competitive salaries, benefits packages, professional development opportunities, and work-life balance initiatives. But there's an unspoken rule that trumps all others — simply put, the quality of leadership. It may be blunt, but it's straightforward: Don't be difficult to work with. People thrive in environments where they are respected, valued, and treated fairly. Leaders who embody empathy, respect, and integrity don't just build teams; they build loyalty. We've seen it time and again. Employees don't leave jobs; they leave toxic work cultures and leadership that diminishes their worth. A positive work environment, conversely, promotes productivity, job satisfaction, and yes, retention. So, before investing in complex retention strategies, start with the basics. Evaluate the leadership culture. Encourage open communication. Foster respect. Lead with empathy. These principles might seem elementary, but their impact is profound. As we navigate an ever-evolving workforce landscape, it's crucial to remember that the cornerstone of retention could be as simple as how leadership interacts with their teams. A positive leader is a catalyst for a positive work culture. Tomorrow's leaders are today's listeners, collaborators, and champions of their teams. So here's a call to action: be the leader who listens, supports, and inspires. That's how you keep talent. That's how you drive success. #Leadership #EmployeeRetention #WorkCulture #RespectAtWork
To view or add a comment, sign in
Leadership Coach and Change Agent
1moGustavo Grodnitzky, Ph.D. (he/him) your are awesome, my Vistage Worldwide, Inc. Chief Executives group got a ton of valuable information from you (as always). Thanks for all you do!