Sessions

It's not resignations in general, or the challenges in hiring that are causing problems.  Rather it is the departure of high performers that really hurts.  Therefore, this session will offer ideas to slow resignations by taking some counter-intuitive steps, then some fresh hiring ideas. There are a few simple reasons why your employees quit and actions that you can take to reduce the chances of having to re-staff.  Beyond that, there are some new recruiting and screening ideas that can be applied.

Keys to retention - It starts with the boss.  It's often not the money. The main reason employees leave is because they don't feel valued. Disengagement breeds resignation. Next is mental health - the tough topic that isn't discussed enough.  When an employee is stressed - either at work or at home, mental health can suffer and it's hard to focus on anything else. Finally, Listening Skills.  A boss's lack of listening create an environment of mistrust and resentment, but it can make people feel like they're not being taken seriously. What to do first?  The top of the list is simple - listening and mental health.

Sourcing and hiring are next - rewrite your job descriptions, raise your standards and use systems to align applicant values with your organization's mission.  Use new tools to hire near your locations, and sell your culture in new communication channels. To quote Nike, "Just do it". 

Learning Objectives:

• Fresh data on what is driving the "Great Resignation".
• How to balance Hiring and Retention efforts.
• Starting with the Employee/Employer relationship.  The most powerful skill - active listening.
• Putting mental health in the game - more than just lip service.
• Sourcing and selecting the new talent.
• Preboarding and building a culture.
• Maintaining a fair and consistent culture across a Distributed Workforce.
• Measuring success with new metrics.

In-person session offerings are on a first-come, first-served basis.