Perhaps it’s because this employee retention speaker and employee retention author came out of primarily manufacturing settings is why I am an advocate of process. Process. Process. Process. I can’t say it enough. A process that is buttoned down, repeated and refined can solve most problems…including employee retention. The problem most organizations have is that they do little or nothing to develop a process when it comes to many people related issues. Within each of your processes you are going to have sub-processes to deal with specific issues. An example of this is that within your employee retention process, you may have a process for assimilation of new employees.
Assimilation by itself is something that is critical to your employee retention strategies in the mind of this employee retention trainer. Focusing on what you will do step-by-step as you bring a new employee into the organization is critical. If you aren’t using a step-by-step approach, you will never isolate the factors that are causing your employee turnover. If you design a process that you deem to be a good one, then start to use it. If something doesn’t work, you change an element or several elements of the process to see if those new elements impact your results. Through a process of elimination, you quickly start to refine what you are doing and can track the results that you get.
This employee recruitment expert firmly believes that most people can do more that one thing at a time! That means you can be designing your process for assimilation, your process for hiring for fit, your process for communicating with employees, etc. at the same time. The key is to be committed to dealing with the issue and then to develop a process. Most of this stuff isn’t complex…or shouldn’t be. Most of this stuff is about fundamentals and is relatively basic. The key is to map out what your process is going to be and to just start doing it. Having seen organizations that have 100% turnover in a year, I am shocked that they continue to use the same fragmented approach instead of developing a process approach to solving their issues.
Employee retention, although complex, is at its core a relatively simple process. The key is to have the mindset that you can’t sit still and that a one-time program will solve the problem. That idea went out in the 70’s…at least in manufacturing. All you have to do is to develop a process. As I always say, C.R.A.P. Works! Well…so does a process!