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Innovative Ways to Improve Employee Retention

HR Digest

The current competitive marketplace has made it a necessity for organizations to discover steps in managing attrition rates. Employee Retention Strategies to Decrease Staff Turnover Rates Employers need to focus on fostering a positive work environment as a step in managing attrition.

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Seven Ways to Leverage Internal Mobility

The Center For Leadership Studies

How To Engage Your Workforce & Reduce Employee Attrition Each of us wants to know we are valued and bring value. Consider these practical strategies that will both engage your workforce and reduce your attrition. Let’s make it happen.” It could be with someone in Talent Development or Recruiting.

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Recovering Your Company Culture

thoughtLEADERS, LLC

During our video conference, when I asked what challenges he was facing he responded, “Employee sourcing, recruiting and training costs.” Next, I asked Greg about his employee attrition and absenteeism. Reluctantly, he shared that the organization had over 100 percent annualized employee attrition and over 20 percent absenteeism.

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Playing the Long Game: The Employee Retention Process in HR

HR Digest

Establish Effective Recruitment Strategies and Onboarding A big reason for high attrition rates is the hiring of candidates who are not suited for the organization. From the leadership’s attitude to the overall company culture, every element has to be designed to appeal to an employee’s desire to stay right where they are.

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Accenture to lay-off 25,000 low performers

HR Digest

During Accenture’s June 25 financial analyst conference call CEO Julie Sweet stated: “As I’ve said before, we’ve recognized some real areas of efficiencies and so there are of course headcount implications to it, which is what you’re calling lay-offs.”

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12 Questions to Ask When Conducting a Stay Interview

The Center For Leadership Studies

As we all look for ways to get ahead of attrition and retain high performers amid the current upheaval, “stay interviews” have emerged as a valuable strategy. Are there industry-wide conferences, training/certifications, publications or presentation opportunities you would like to explore in the next 12 months?

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Talent on Demand

Marshall Goldsmith

had dedicated departments to do workforce planning, according to a Conference Board study done in 1966. Our internal "pipelines" of talent also prove misleading because of unpredictable attrition. The biggest concern with development seems to be attrition. A generation ago, 96% of large employers in the U.S.

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