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The senior leader I was speaking with works in an international company that has operations in North America.  During the past year, the organization has lost three of their top leaders in North America.  Many had been with the organization for a significant amount of time and were in crucial roles for the organization.  In most cases, this employee retention trainer tends to focus on employee turnover in the hourly ranks, first-line supervisors and managers.  After all, this is where most of your voluntary turnover happens.  This particular case deals with voluntary departures of the senior leadership team.  That is a rare event.  Particularly when multiple senior leaders leave.

So, as senior leadership abandons ship, what does everyone else think?  They are starting to wonder what is going on, getting fearful and thinking about their future because they see the ship without a captain which could soon start to go off course.  Fortunately, in some locations senior leadership has sensed this and has been communicating to alleviate this fear.  They realize that once fear begins to permeate down through the organization, they could have a wholesale exodus from the organization.  It’s fortunate that some senior leadership in North America has filled the void because the international leadership has provided no direction.  In the opinion of this employee retention expert, international leadership is clueless.

If international leadership does not take decisive action and communicate with the “regular” employees, the organization starts to run the risk of losing managers and supervisors.  If this happens, people in the hourly ranks will soon start to jump ship.  This employee recruitment expert has seen this happen.  When your employee retention strategies begin to fail, organizations are in deep trouble.  Finding and retaining people have become perhaps two of THE biggest challenges organizations now face.  Without decisive action by international leadership, things can quickly unravel and before you know it those same leaders will not be able to repair the damage.  It could take YEARS to fix the damage that could occur.

Any senior leader reading this should realize that employee retention needs to be a strategy that’s at the top of their mind.  It’s not like it was in the 70’s, 80’s and 90’s.   It’s time to wake up and smell the coffee.  Employee retention will be an issue for at least the next decade and senior leaders need to understand that and ACT on it!

Remember…Give Your Employees C.R.A.P.®  (Caring, Respect, Appreciation and Praise)  Why?  Because C.R.A.P. Works!