Tag Archives: retention

Attenuating Attrition: How Leaders Can Create a Sticky Situation

| Julie Giulioni | 4 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

As I led a recent session with regional executives within a global organization, the conversation turned to retention—or more accurately, attrition. The most senior leaders lamented their powerlessness over the dynamic facing them. They described a talent market that valued a level of progression, compensation and benefits that exceeded what was expected—or accommodated—anywhere else in the world. And they expressed their frustration that global corporate standards for consistency tied their hands when it came to being able to take action locally to retain their high-value employees. It’s a conversation that plays out daily with managers, even at the most senior …

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Career Development Begins with CARE

| Julie Giulioni | 2 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Career development is among the most personal and intimate ways leaders interact with employees in the workplace. These conversations are the nexus of hopes, dreams, perceptions, and business realities. They are also a key driver of important outcomes like engagement, discretionary effort, innovation, quality, productivity and retention. Leaders who excel at career development know that navigating these conversations effectively requires CARE. But CARE involves more than mere concern and or even active attention to others. Genuine development today is characterized by an evolving set of expectations and requirements.  Leaders who CARE find ways to make sure that their efforts and …

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How Local Attention Can Solve The Global Retention Problem

| Julie Giulioni | Leave a comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

I am willing to make a prediction. One of the items generating the lowest satisfaction scores on your company’s employee engagement survey is something like ‘greater opportunities for advancement.’  How many surveys and how much lost talent will it take for leaders to recognize the seriousness of this situation? Think about the time and resources dedicated to other dimensions of the business—processes, finances, operations, etc.—none of which are possible without people.  And yet every day, we let skilled, capable workers walk out the door, taking their knowledge and talents to the competition.  If equipment disappeared at this rate, there would …

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Redefine Results by Redefining Career Development

| Julie Giulioni | 6 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Given repeated rounds of downsizing, reorganizing, right sizing, and all of the other ‘zings’ that have befallen organizations, it’s easy to scan the landscape and come to the conclusion that career development options have shrunk… that they are few and far between for most employees.  After all: Delayering has left already lean organizations with fewer stops along the food chain. Organizations continue to pursue outsourcing in the eternal quest for cost reduction. Baby boomers are not only having the audacity to live longer… but they’re also working longer and occupying chairs that in the past would have be vacated for …

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Supervision Means Having to Say…

| Julie Giulioni | Leave a comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Supervisors are the lynchpins in any organization. They are the link between management and the employees who build the products, deliver the services, and take care of the customers day-in and day-out. They are on the frontline, the leading (and sometimes bleeding) edge, closest to the action and the realities of business. Supervisors are also one of the top reasons employees give for leaving their jobs. Classic Gallup research (based upon more than one million employees) found that the number one reason for quitting a job comes down to the boss. Researchers summarized it with the much-quoted phrase: “People leave …

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Let’s Call a Truce… in the War for Talent

| Julie Giulioni | Leave a comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Maybe it’s due to world events and too much news of conflicts among nations. Or maybe it’s due to my conflict-adverse nature. Whatever the cause, war-based analogies today hold far less appeal to me in general.  And specifically, I’m feeling compelled to wave the white flag and call a truce in the war for talent. Recently I’ve read multiple articles that outline battle strategies or declare the war over altogether (and declaring talent the victor). Do we really want to characterize our efforts to attract and retain human beings within our enterprises in such a militaristic way?  Is it even …

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5 Phrases Every Supervisor Should Adopt

| Julie Giulioni | 2 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Supervisors are the lynchpins in any organization. They are the link between management and the employees who build the products, deliver the services, and take care of the customers day-in and day-out. They are on the frontline, the leading (and sometimes bleeding) edge, closest to the action and the realities of business. Supervisors are also one of the top reasons employees give for leaving their jobs. Classic Gallup research (based upon more than one million employees) found that the number one reason for quitting a job comes down to the boss. Researchers summarized it with the much-quoted phrase: “People leave …

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Fish Bowls and Talent Pools

| Julie Giulioni | 2 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

When I was a kid, our community hosted a carnival each fall. Every year, either my brother or I won a goldfish by sinking a ping pong ball into a tiny cup. (In retrospect, it must have been traumatic for the fish swimming around in the cups; but for us, it was exhilarating.) Upon returning with our new treasure/family member, my mother would pull out a small glass bowl and turn it into our fish’s new home. In answer to our annual appeals for a larger bowl, she would explain that we needed to manage the size of the fish …

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