This employee retention speaker and employee retention trainer was recently working with a client organization as they attempt to drive down their employee turnover farther than they already have which has been about a 50% reduction. They have had tremendous success because the supervisors and managers have embraced the C.R.A.P. philosophy and are being more open, appreciative, available and aware of the needs of their people. When they see something that has to be done as it relates to their people, they do it. It’s their first priority. When they hear a rumor that someone has a concern, is thinking about quitting or any red flag…they TAKE ACTION.
What is particularly gratifying to this employee recruitment speaker is that since they have adopted this stance, the leaders are much more relaxed (even though the business is growing significantly) and are enjoying being in their roles more than ever. This is often not the case when a business is expanding because there’s a lot of pressure to get things done. Expansion can be one of the most stressful times leaders face. I told the leaders to apply the C.R.A.P. principles (Caring, Respect, Appreciation and Praise) out of selfishness. This employee retention consultant told them to do it for themselves and not for the company knowing that the selfish approach was more likely to be implemented than if they were to simply “do it because the senior leadership wants it done.”
The wonderful thing about working with these leaders is they now see the results and are hungry to take it to the next level so the organization can really hum. In essence, they are embedding the C.R.A.P. philosophy into the culture so it becomes part of the organizational fabric. They are Creating a Culture of C.R.A.P.! Once it becomes a part of the culture, it will be hard to reverse the upward trajectory of improving employee retention.
The last thing they are doing is pushing their C.R.A.P. training down to the lead person level in the organization. Although not officially “management,” the leads are a critical link to the employees in the plant. After this is complete, the entire leadership team will be on the same page. This is part of their employee retention strategies. HR is doing an incredible job leading the charge but the leaders are the real key in the process…and they now know it and embrace their role in employee retention. At this point, there is no limit to where they can go with employee retention.