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Attitudes are Contagious
This is the second of a five-part series about attracting and retaining employees. The areas of focus are: 1. Communication 2. Attitude 3. Flexibility 4. Opportunity to Learn 5. Fun This article is on attitude. In a dialogue session at the Delta Chamber of Commerce, someone made the point that management attitude needed to change and that managers needed to walk the talk.

Talent Management: How to Retain Top Talent Without Derailing the Organization When Fast Tracking
7 Tips for Retaining Top Talent without Hurting Your New Manager, Employees and the Company...

Finding and Keeping The Organizational “Keepers”
As we hopefully near the end of rough economic times, many organizations fear and dread an increase in turnover rates. In this issue of Astronology, we discuss what it takes to find and keep employees who will stay with an organization to help it succeed and grow.

Retention Of Your Best Employees
Good employees are hired through your most effective recruitment strategies and finding those employees takes time, effort and money. But once you have them, how do you hold on to them? Retention of the best employees is one of the largest challenges faced by many organizations today.

An Organization’s Number One Asset
The continued progress of an organization depends greatly on the effectiveness with which it develops its greatest asset – it’s employees.
YOUR EMPLOYEES ARE REALLY VOLUNTEERS
At a recent leadership breakfast held through Lehigh University's Iacocca Institute, the speaker made mention that employees are really just volunteers. And it made me think…..if employees are volunteers at our organization, meaning they volunteer to accept employment with us…that means they can volunteer to work and they can volunteer to leave.

What are Some Best Practices in the Area of Sabbatical Leave
Debating on whether or not you should implement that sabbatical leave practice? There are ways to use this sometimes forgotten policy and to use it well.

Organizational Talent You Need To Succeed
No organization can continue to prosper and grow without having the right people in the right jobs. Quoting Jack Welch of GE fame, “Winning is about having the best people on your team. It doesn’t help if you’re surrounded by people who are less talented than you are.” So much of leadership is about accomplishing results through others.
Mega-Trend: WorkLife Initiatives Take Hold
In our tight job market, employees may have more of a say about when, and where, they work. According to some new studies we might be seeing more of that in the form of worklife balance initiatives.

Other retaining employees Related Articles

Hire Only The Best People
Are you interested in learning about ten keys to hiring and retaining ONLY the top 10% performers of high character and commitment? Do you want customer-satisfying employees one and all? Read on to discover the steps you can take to hire only the best!

Incorporating Training Allowances into Compensation Packages
Retaining quality employees is tougher than ever in today’s aggressive markets. Today’s worker tends to work numerous jobs before retirement, whereas decades past saw workers stay with one job for twenty or more years before moving on. With more jobs on the market, companies have more to offer future employees. On-the-job training is one carrot dangled to lure new employees.
Ideas For Employee Retention
Learn the keys to retaining top employees and keeping them happier and more productive.
Employee Engagement in Recessionary Times!
In our experience companies that have succeeded in attracting, engaging and retaining talent have done so because of a company wide commitment to people development. Many of the organisation’s top management have invested considerable amounts of time in mentoring, talented employees both formally and informally.
Developing High Potential Employees
Every company has rising stars - the select groups of employees with the potential to one day lead the company - and most realize that these "high-potential employees" are critical to their future success. The challenge for managers lies in motivating, retaining and ultimately developing these high potentials into leadership positions. Here are some ways for you to address this challenge.
Motivating Employees
These days, retaining your top talent may not be your biggest challenge with your staff. With these economic challenges in our midst, many individuals are happy just to be working so they can continue to support themselves and their families. However, continuing to keep your employees motivated should still be foremost in your strategic goals of running your business.

Talent Management: How to Retain Top Talent Without Derailing the Organization When Fast Tracking
7 Tips for Retaining Top Talent without Hurting Your New Manager, Employees and the Company...

Preparing for the upturn - Retaining and attracting the best skills in the market.
With the first signs of economic recovery upon us employers need to be prepared for the upturn, they need to focus on retaining skills and keep employees engaged in their work, if voluntary turnover increases after an economic downturn, then companies have to bear the costs to recruit, train, and attract new employees to replace those who have left. Replacing lost employees quickly becomes expensive. Not only does turnover have financial implications, it also impacts workplace performance. However this is just the tip of the iceberg as customer relationships are impacted, knowledge is lost and often other employees have to pick up the slack, causing increased levels of stress among the remaining workforce.
Managing Skills for Business Continuity
Managing the retention of skills with an organization is critical to the long term sustainability of an organization. We often miss a whole lot by managing and retaining jobs and positions, while retaining skills and knowledge may be more important.
Why Good Employees Leave and How to Retain More of Them
Many employers believe the ultimate secret to retaining employees is offering more money; however, studies continually show that while money is important - and may be the first answer given in an exit interview - it's rarely the number one reason for leaving a company. So why do good employees leave?
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