You are receiving this email from Integrative Learning International because you purchased a product/service or subscribed on our website. To ensure that you continue to receive emails from us, add [EMAIL PROTECTED] to your address book today. If you haven't done so already, click to confirm http://rs6.net/c.jsp?t=1100497445401.31345.856410549.2&m=1011269667070&wl=F your interest in receiving email campaigns from us. To no longer receive our emails, click to unsubscribe http://ui.constantcontact.com/d.jsp?p=un&m=1011269667070&[EMAIL PROTECTED]&t=1100497445401. ------------------------------------------------------------ Integrative Learning International Newsletter February 2005 use these easy principles to attract and retain your top talent February 2005
Greetings! Attracting and retaining the best employees in today's marketplace is difficult. The greatest talent is sought after actively. Many switch jobs frequently, or demand higher and higher salaries. In our work with Fortune 500 companies we have discovered what it takes to hold on to the "keepers", without giving away the store. From our observation of leaders in corporations, educational institutions, and government organizations, taking advantage of these seven opportunities will increase your success and develop and maintain your team. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ in this issue * Why do good people leave? * 1. Opportunity To Provide Certainty and Security * 2. Opportunity For Variety * 3. Opportunity To Feel Significant * 4. Opportunity To Provide An Appreciative Environment. * 5. Provide Opportunities For Contribution. * 6. Provide Opportunity For Growth * 7. Provide Fair Compensation * Customized training for your people development needs. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Why do good people leave? From my observation of great leaders in corporations, educational institutions, and government organizations, taking advantage of these seven opportunities can guarantee success in keeping the "keepers". ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 1. Opportunity To Provide Certainty and Security Remember everything around us is changing ever more rapidly. It is easy for employees to feel insecure in an environment that keeps changing and evolving. To some change brings uncertainty, and uncertainty breeds fear. Employees want to feel safe and secure at work. The question they may ask is: � Will I still have a job tomorrow? � How certain is my future here? Hint: When employees notice frequent employee turnover, certainty goes down the drain. Don't be surprised when they'll be looking for a job before long. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 2. Opportunity For Variety Nobody wants to do the same thing all the time. Do their jobs provide for occasional variety? Prospective employees may ask themselves: �Will my work continue to be interesting? � Do I get to work on different tasks or projects? � Is this work monotonous, or always the same? � Are there any social activities that encourage team spirit? Hint: On occasion add a new task, or challenge to keep it interesting. A bonus linked to a new challenge is likely being appreciated. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 3. Opportunity To Feel Significant We all want to feel special at times. Employees, who don't feel appreciated will leave very quickly, or perform at below standards. Make the answers to these questions obvious and you'll have smooth sailing. � Does my presence in this company make a difference? � Do I get acknowledged for what I do? � Do they appreciate me? Hint: Voice your appreciation and be sincere. Though a pat on the back can go a long way, a recognition program can let your high performers know that they are special. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 4. Opportunity To Provide An Appreciative Environment. With as much time as we spend at work we want to make sure that we like the people we spend so much time with and that they like us. Otherwise they may wonder: � Do the people I work with like me? � Do I like the people I work with? � Does this company care for its employees? Hint: Team activities, and yearly teambuilding sessions can create miracles here. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 5. Provide Opportunities For Contribution. Employees love giving their input. It makes them feel valued and motivates them to greater performance. The questions they may ask are: � Does my manager care about my input and is it being considered? � Are they listening to me? Hint: Hold voluntary roundtable discussions and be open to contributions. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 6. Provide Opportunity For Growth Have you ever seen a plant that doesn't grow? If it's not dead yet than it will be soon. Like plants, most people want to grow. If they are not learning and growing than their spirit may die. They want to advance themselves while working with you to advance your company. Hold them back and they'll go elsewhere. Watch out for these questions: � What can I learn here? � How can I advance myself? Hint: Regular training and learning sessions are appreciated. Also promote from within wherever possible. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ 7. Provide Fair Compensation Provide an environment with Certainty, Variety, Significance, Love and Appreciation, Contribution, and Growth, or you'll have to make up for the lack in these first six areas with added compensation and/or greater employee turnover. See the value in these first six and not only will your employees ask for salary increases less often, they will stay longer, be more productive, and will tell more people how great it is to work for you. This in turn will attract the talent, and the customers you want. Bjorn Martinoff Managing Consultant and Executive Coach Copyright 2004 Bjorn Martinoff ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ Customized training for your people development needs. Develop your team's coaching skills Now You Can Turn 'WHAT IF' into 'WHAT IS' ! Over the past decade Coaching has become the secret success weapon of Fortune100 and other great companies. This tightly kept secret was just that, a secret. Recently, Harvard Business School has published an article on coaching business leaders. The Performance Coaching Institute. Learn to coach in a professional environment. Coming to Los Angeles, Asia, and other parts of the world ! Ask for more information Copyright Bjorn Martinoff 2004 For more Info, or to sign up. 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