Engagement and Retention Guide packed with quick tips, article links, and how to drive engagement and retention today. Leaders' and Managers' how to guide for every day use.

1. EMPLOYEE
ENGAGEMENT
AND RETENTION
Source: Keep the Millennials
Sujansky/Ferri-Reed
Source: Dan Pink
EMPLOYEE TENURE DOESN’T EQUAL ENGAGEMENT Resource: Gallup
Employees who have been with their companies the longest are the least likely to be engaged at work, Gallup
finds. After years with the same company, most workers lose some of their motivation to make a difference.
Some grow apathetic over time, doing the mimimum to get by. Others nurse grudges for years and may even
undermine the company when they get the chance.
EMPLOYEE RETENTION
HOW TO RETAIN EMPLOYEES
Resource: Wall Street Journal
Hiring employees is just the beginning of
creating a strong workforce. Next, you have
to keep them. In this article, the author
outlines 12 tactics for retaining employees
to help organizations combat high turnover.
http://bit.ly/1kTcDEn
BUILDING A MAGNETIC CULTURE: HOW TO ATTRACT AND RETAIN
TOP TALENT TO CREATE AN ENGAGED, PRODUCTIVE WORKFORCE
Author: Kevin Sheridan
Author Kevin Sheridan, CEO and Chief Consultant of HR Solutions,
specializes in employee engagement survey and exit survey
design, implementation, analysis, and results. In Magnetic Culture,
he outlines simple yet powerful steps to take in creating and maintaining an
organization that fosters an engaged employee environment.
http://bit.ly/1Zg2vfo
KEEP THE MILLENNIALS: WHY COMPANIES ARE
LOSING BILLIONS IN TURNOVER TO THIS GENERATION – AND
WHAT TO DO ABOUT IT by Joanne Sujansky / Jan Ferri-Reed
In Keep the Millennials, the authors explore this generation
raised with technology and the challenges they bring to the
workplace. Read this book to learn how to attract, hire, and
retain this dynamic new generation. http://bit.ly/1PdJDL1
info@easttenthgroup.com | www.easttenthgroup.com
646. 809. 0112
LESS THAN 1 YEAR 18% 37%
1 YEAR TO LESS THAN 3 YEARS 17% 33%
3 YEARS TO LESS THAN 10 YEARS 18% 34%
10 PLUS YEARS 21% 27%
ENGAGED ACTIVELY DISENGAGED
0% 10% 20% 30% 40%
ideas worth spreading
Watch these experts
Dan Pink: The Puzzle of Motivation
http://bit.ly/1j70PAP
Chip Conley: Measuring What Makes Life Worthwhile
http://bit.ly/1aahoeg
Shawn Achor: The Happy Secret to Better Work
http://bit.ly/QLm15E
PAY COMPETITIVELY AND FAIRLY
– take pay off the table as a concern
Turnover costs can
easily range from
50 to 150 percent
of an employee’s
salary. Cutting
employee turnover
can reduce these
costs substantially.
.

2. EMPLOYEE
RETENTION TACTICS
WHAT IS
ENGAGEMENT?
Gallup defines engaged
employees as those who
are involved in, enthusiastic
about and committed to their
work and workplace.
As the Wall Street Journal notes, a high employee
turnover rate can cost “twice an employee’s salary
to find and train a replacement.”
Source: SHRM
Source: HBR How to
keep your top talent
HOW TO KEEP YOUR TOP TALENT
Resource: Harvard Business Review
When talent is misidentified, unchallenged, or unrewarded, these individuals become a
drag on overall performance. Even worse, their disengagement and eventual derailment
can lead to depleted leadership ranks and
damage employee commitment and
retention across the company. This article
outlines the top 6 mistakes employers
make with trying to identify and retain their
top talent. http://bit.ly/1IYR7QL
info@easttenthgroup.com | www.easttenthgroup.com
646. 809. 0112
1 in 3 high-potential
employees admits to
not putting all his
efforts into his job
1 in 4 believes he will
be working for another
employer in a year
1 in 5 believes her
personal aspirations
are quite different from
what the organization
has planned for her
COMPANIES ARE ONLY MAXIMIZING 5%
OF THEIR WORKFORCES
• THE LONGEST TENURED ARE ALSO THE LEAST LIKELY TO BE ENGAGED
• THREE KEY ATTRIBUTES TO PERFORMANCE EXIST IN ONLY 5% OF WORKERS
• COMPANIES MUST ALIGN TALENT, ENGAGEMENT AND TENURE STRATEGIES
SOURCE: GALLUP
Are you doing "the best work of your life"?
If not, what circumstances would enable
you to do so?
(This is the No. 1 key retention factor for top performers.)
Do you feel fully utilized in your current
role? How else can we take advantage
of your talents and interests?
Have you recently been recognized or
praised in a way that increased your
commitment to the job?
How can we further acknowledge you?
Do you feel that your work makes a
difference in the company, to customers
and to the world? Do your colleagues think
you make a difference?
(This is the No. 2 key retention factor for top performers.)
Conduct stay interviews (not exit interviews) – effective tool to
take cross section of organization asking questions such as:
What frustrates you in your current job?
What restricts productivity and innovation?
What do you like best about your current
role? What would you like more of?
.
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