Having spent the bulk of my career in manufacturing, this employee retention speaker and employee retention author is a big believer in process. Process. Process. Process. One of my first bosses always told me, “If you work the process, the process will work for you.” He was 100% correct. The thing this employee retention trainer sees when it comes to most organizations employee retention strategies is that they don’t have a process. The use the shotgun approach and never really have a true focus on a process.
The first step this employ recruitment speaker finds is that you must develop a process…even if it is a minimal process…it’s still a process. It’s a place to start. I believe in having a process for virtually everything you do. That’s not to say that you don’t change things up to make them better or to fix issues but you always come back to your base process. For example, in employee retention, this employee recruitment expert finds that you need various processes for key elements that drive employee retention. I always had a communication process that we followed like clockwork when I was an HR leader. We had Monday morning huddles, quarterly town hall meetings, an annual state of the business meeting and other various communication methods and forums…and we used them over and over and over again.
If our communication process said we were to have four town hall meetings in a year, once each quarter we did. People expected them. They looked forward to them. They knew they would get valuable more strategic information that was important to their job and to feeling secure about their status in the organization. At the Monday morning huddles, people got the day-to-day things they needed to do their job and that filled a void for them in the communication process. Each element in the strategic communication process had a purpose and a timeline that was followed. Nothing was left to chance. We even went so far as to have a “contingency” process as part of the whole process. We did this because we knew that contingencies happened…so we planned for them.
While at a session at a conference, this employee retention speaker asked who had a strategic communication process in a room of 200 attendees. One person raised their hand. They then explained the process and it was nothing fancy…but he attested to the fact that it worked. Your process doesn’t need to be fancy but you do need a process if you want to drive great employee retention because, “if you work the process, the process will work for you.”