Human resources recommendations for positioning an organization as high performance

Retention Recommendations

In order to increase the effectiveness of retention strategies and programs at the company, management should undergo specifically designed training that allows them to perceive and handle situations that arise with employee moral and likely departure in a proactive manner (Jackson et al. 2008). Well-trained managers that appreciate both the need for the retention of veteran employees as well as the issues these employees face and the methods for overcoming these issues are a much greater asset to the company than managers without such training, as one good manager can assist in the retention of many veteran employees (Jackson et al. 2008). The degree of benefits experienced will change from situation to situation, of course, and will especially vary based on the size and scale of the business, but any business can benefit from better training their managers to handle retention issues.

Time management is also an important part of any successful manager's job when it comes to employee retention. Ensuring that managers have an adequate amount of time to actually deal with employees issues as they arise -- or even more ideally, before they fully arise -- is one way to ensure that employees are retained at high levels and derive a great deal of satisfaction form their work (Price 2007). Having adequate time means being able to approach employee issues in proactive manners, staying truly engaged with the workforce on a day-to-day basis and becoming aware of problems or areas of dissatisfaction as soon as employees themselves begin to have and voice such concerns (Price 2007). Though finding time can be difficult given the number of managerial tasks that exist in human resources, making the time to be an involved and proactive manager is definitely a cost-effective as well as an ethically responsible manner to ensure retention of employees and a satisfied, productive workforce (Price 2007).