SMT Learning Blog

16 Ways Managers Can Retain Top Talent

Posted by John Prpich on Oct 29, 2014 4:00:00 PM

During the last 20 years, I've had the pleasure of working for several organizations, many of them best in their class. One area of a business that seem to provide employers with multiple challenges is the process of bringing new employees on board. What we used to call orientation is now referred to as the on-boarding process.

Even though the orientation process has evolved to on-boarding, a process that produces better results, most organizations are still using dated techniques of orientation (telling everything you can about the organization in a compressed time frame). The fact of the matter is, these old-school methods are no longer effective in retaining the best-of-the-best in their workforce. 

Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. Effective onboarding of new team members is one of the most important contributions any hiring manager or HR professional can make to have long-term success.

Onboarding done right drives new employee productivity, accelerates results, and significantly improves talent retention. Yet few organizations manage the pieces of onboarding well. Based on staggering statistics that 22% of staff turnover occurs in the first forty-five days of employment, it makes perfect sense to delay a hire if you don’t have the time to onboard an employee properly.

So How Can My Organization Retain Top Talent?

Have you ever heard the quote by John Wooden, “If you don’t have time to do it right, when will you have time to do it over?” This is what ultimately happens, 45-60 days into their new position; employees begin to feel very dissatisfied about their new position, boss and company. It doesn’t seem that what the company described is what I’m experiencing, hence, time to leave. There are some simple remedies and some complicated ones as well.

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Let’s start with the simple remedies

Easy to-do's you can implement right out of the gate. 

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Workforce Performance: How Managers Can Have Difficult Conversations

Posted by John Prpich on Oct 23, 2014 3:23:57 PM

 

One of the more challenging aspects of leading and managing people is the need to deliver bad news that relates to workforce performance. What often tends to happen is that we choose to ignore the situation, sparing us and the other person the feelings of confrontation or conflict, albeit worsening the situation.

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"Coaching” The New Proactive Discipline

Posted by John Prpich on Oct 16, 2014 3:15:42 PM

The purpose of this missive is to inform the reader about coaching, what it is, and why it serves as the more progressive, intelligent and effective technique and mindset to improve employee and company performance.

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Getting to Employee Accountability

Posted by John Prpich on Oct 15, 2014 6:31:00 AM

The business landscape is in a constant state of flux, the demands on business grow day by day, unrelenting competition and the need to differentiate oneself from the competition. At the end of the day, many of us have the same goals, increased customer satisfaction, increased revenue and income streams.  The objectives that support these goals have also remained relatively the same; but the approach has changed. Today’s business jargon is filled with words like transparency, engagement and trust. We recognize how systems engineering is a business enabler, six sigma, continuous improvement, lean manufacturing and TQM.

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10 Quick Tips To Ensure Continuous Competency Improvement

Posted by RJ Ferguson on Oct 9, 2014 6:30:00 AM


The success of a company can significantly improve with a knowledgeable, skilled and well-trained workforce. For organizations to remain adaptable and competitive, improving competencies allows an organization to contribute to increased productivity and greater revenue. The benefits of an investment that ensures competency improvement, far outweigh the costs.

Improving employee competencies is an opportunity every employer should embrace.

Here are 10 quick tips for ensuring continuous competency improvement in your organization.

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Process Safety Management: Ensuring Quality in Learning Design

Posted by RJ Ferguson on Oct 3, 2014 3:10:00 PM

Process Safety Management includes the implementation of a competency development & assurance program and requires in part the design and development of various learning solutions. One of the solutions is the design of learning activities. Generally, learning teams are employed to develop the learning strategies and activities that will be implemented to ensure requisite knowledge, skills and attitudes are successfully transferred to learners.

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Process Safety Management: Energy Isolation

Posted by RJ Ferguson on Sep 24, 2014 3:50:00 PM


Process safety management is as much about how work gets done as it is about the system. For example, one of the most important process safety management procedures is Energy Isolation.  

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Staying Consistent in Process Safety Management

Posted by RJ Ferguson on Sep 2, 2014 12:20:34 PM

We are often asked about mitigating human factors in process safety management and oftentimes we reference this example to reiterate the importance of it. 

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