Your employees are people, with families, hopes and aspirations. How well do you know them? In short: Are you treating them like real people? Be visible, communicate openly, and behold the employee trust and loyalty you'll engender. Great employees don't quit companies to which they are loyal. Great employees DO quit faceless, nameless organizations that treat them like cogs in a machine. Jeff Kortes, employee retention speaker, trainer and consultant, explains how being human to employees can drive retention like never before.

A surprisingly high percentage of employees have personal issues - marital discord, financial problems, substance abuse, even coping with aging parents - that distract from their work. When an employee opens up about their personal challenges, you need to support them and search for resources to help. Jeff Kortes, employee retention speaker, trainer and consultant, explains that if you're there for your workers ... they'll be loyal to you.

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Great talent is the key to success for organizations. How do you retain your best people? Jeff Kortes, employee retention speaker, trainer and consultant, advises to avoid the latest fads ... and stick to the fundamentals of retention. Fads come and go. Fundamentals keep great employees around.

www.jeffkortes.com
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Facebook: https://www.facebook.com/giveyouremployeesCRAP
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@JeffKortes
@GiveyouremployeesCRAP

Want to retain your best talent, and build greater employee loyalty and trust? Give them C.R.A.P.! Jeff Kortes, employee retention speaker, trainer and consultant, explains the formula that yields very uncrappy results!

www.jeffkortes.com

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Fully one-half of successful hiring is about employees' personalities fitting with organizational culture, along with their skill sets. Psychometric testing is a valuable tool for assessing personality traits, and can avoid costly mistakes with bad hires ... not to mention uncomfortable conversations when you have to let them go.

Have you ever sat down with long-term employees and asked why they stay with your organization? Probably not. Instead, most companies wait until workers are leaving to ask "Why?" Asking this simple question in a proactive fashion offers a glimpse into how workers think ... and provides the basis to plan for how to keep your best talent. Proactive, instead of reactive? It's not a novel concept. Put it to good use, and be amazed at what you learn!

The Golden Rule is worth its weight in gold to build a workplace culture of trust ... and create deep employee loyalty that minimizes turnover. Treat people well. Respect them. Communicate constantly. In other words, treat employees how you'd like your boss to treat you. Common sense, right? Except when day-to-day stresses interfere, and we say or do things that are fool's gold. Always be mindful of the Golden Rule, and you worry MUCH less about replacing employees.

If your organization uses psychometric testing, chances are you've seen test results for your employees. How about sharing yours with them? Doing so demonstrates a willingness to be open, build trust, and let them in on how your mind works. When everyone understands the other's personality, disagreements are reduced ... along with the possibility that upset workers will search for greener pastures. If you're willing to take this step, it can be a powerful tool in employee retention.

As Baby Boomers retire in greater numbers, finding quality workers is the greatest challenge facing organizations. A haphazard approach won't do. Jeff Kortes, employee retention speaker, trainer and consultant, explains how a formal employee retention strategy - similar to a marketing or sales plan - is key to recruiting and keeping tomorrow's best talent.

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Fit it THE most important factor in success on the job. Someone's personality impacts the relationships they have, how they work with others and myriad of other factors the drive success on the job. This success on the job is key to employee retention.So how do you best assess fit as a way to improve employee retention?

If you have ever bought shoes that don't fit you know you will not wear them. They will hurt, cause you pain and not be any good to you. An employee who is a poor fit will not be any good in the organization and will quit or have to be removed. Either hurts your employee retention.

Do you trust someone if they lied to you? I sure don't. So why should your employees be any different. That's why honesty is essential to employee retention.

I don't trust you! I don't care about you! Those are two of the perceptions that employees have when you do no share information about what is happening in the organization. This can be a very dangerous employee retention message.