Developing Productive Approaches to Retention

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by OI Partners, Inc.

Retaining key employees is usually at the top of most managers lists of priorities.  All well-intended, aspiring managers want to keep the people that are most responsible for making the organization successful.  Yet, in a very complex world that is wrought with constant change, what management intends to do and what it does to support retention are sometimes two different things.  In looking at today’s workforce, it may be helpful to view human capital from two overlapping perspectives:  the challenges faced by managers and the changes in how employees view the market.

Today’s workforce is comprised of generational differences that are more pronounced than ever before.  The age span of active employees and the cultural differences seen today are but two of the distinctions that define today’s work environment.  The need for managers to adapt their management styles to this diverse workforce is as great as it’s ever been.  And let’s not forget that adapting means much more than a Caucasian male manager simply learning to speak Spanish.  It means learning to be a virtuoso of sorts in managing the emotional side of employee needs and being able to convey this understanding.  Our managers need to have the ability to understand employees, care about what is important to them, and be able to build trust in order to gain commitment and performance.  Managers have to know what employees want from their jobs and help the organization provide it to them.  Most recruiters will tell you that if they can entice someone from your organization for money, the employee would probably have left anyway. 

Employees want the same things now that have always been at the top of surveys for decades:  feeling that they are important, listened to, respected, and having a say on issues that affect them.  Management in your organization should represent the very best your organization has to offer.  Selecting, training and promoting those with the management talent to recognize and deliver these key ingredients are keys to creating an environment that nurtures retention. 

The second perspective is that of human capital as a market entity.  It’s important for us to be reminded that employees today increasingly view themselves as free agents.  Think about the reminders they constantly receive from the world of work – global competition, mergers, downsizings, volatile stock market, and political events that shake confidence in nations.  Employees are realizing that loyalty to the company is no longer a viable strategy for career development and they look for what the company can do for them in the short term.  This might include continuing education, assignments that will allow them develop new skills and flexibility to create a balance between their work and personal lives.  Employers must be aware of these needs when creating its image in the community.  Satisfied employees are an excellent source of advertising and they will remain where they are challenged and rewarded.

Based upon OI Partners’ experiences working with dozens of organizations and coaching scores of managers, we have found the following factors to be key in developing productive approaches to retention:

• Demonstrate personal concern for employees.  Bring new employees into the fold quickly.  Walk the talk from the interview.
• Help employees understand your mission and its importance.  This applies at the department level as well as at the organizational level. 
• Empower employees in their given areas, and reward efforts to try new things.  Exploration and the satisfaction that comes with discovery should be encouraged.
• Invest in your people.  Offer opportunities for training and development in not only technical areas, but also team building and problem solving skills.
• Show employees how their careers can be enhanced within your organization based upon specific plans and goals. 
• Help employees with work-life balance.  Are your policies friendly to the typical needs of your people.  This includes time to see Little League and soccer games, and ranges services such as on-site laundry pickup or grocery delivery for single parents.

Employee retention is not a one-size-fits-all program, but an organizational mindset that conveys the message that you care and value those that work for you.  You’ll still have to contend with the market forces that pull against you, but you’ll also have success in keeping more of the key talent that you need.

About OI Partners

OI Partners is the talent management and leadership solutions firm that provides a better human experience for a better business outcome. Established in 1987, OI Partners Inc. is a corporation of leading career consulting, executive development, leadership development and outplacement professionals located in more than 180 locally-owned offices in 24 countries. For more information, please call 800-232-5285.

Contact: Jill Van Nostran, 773-531-6968, jill@pro-prconsultant.com