Creating an organization that leads people to act more powerfully
“Are you maximizing the potential of your employees?”
“Are you providing the environment to retain quality personnel?”
“Are your employees collaborating to build your brand?
In today’s environment where employee loyalty is eroding, and mission statements are worth little more than the paper on which they are printed, companies are searching for a better way to utilize and effectively develop their most powerful asset: their people.
Our qualitative process accelerates performance and maximizes productivity and results. We tap into the knowledge base of your organization, and from that, we enable employees to come up with the solutions they need to be powerfully productive in the workplace. Our process boosts employee buy-in and satisfaction. Here is what a few of our customers have to say:
“Our employees came away with new ideas, excited about work, and enthusiastic about the road ahead.”
—Terry Henry-Hayden, Procter & Gamble
“Increased employee satisfaction and retention, leadership capacity, interpersonal flexibility, and ‘heart at work’ . . . the greatest benefit has been the increased satisfaction of our clients. Even they have noticed that our group is behaving differently and making a much greater contribution and impact toward realizing desired business results. We want to continue working with you and your organization.”
—Drew Harvey, Wachovia Solutions Consulting Group
“I would have left the company if I hadn’t been able to work with you and Common Boundaries.”
— Former disgruntled employee with a leading financial services firm
Example of our work in action: In an effort to reduce employee turnover, we advised a regional bank to forgo written surveys and instead use focus groups to identify its causes of turnover. It identified the top 10 reasons employees were leaving and implemented a skill-based pay system that addressed the top five concerns.
Why Retention? Tips for Employee Retention
Key employee retention is critical to the long-term health and success of your business. Managers readily agree that retaining your best employees ensures customer satisfaction, product sales, satisfied coworkers and reporting staff, effective succession planning, and deeply imbedded organizational knowledge and learning. If managers can cite these facts so well, why do they behave in ways that so frequently encourage great employees to quit their jobs?
- Employee retention matters because failing to keep employees costs money. Various estimates suggest that losing a middle manager costs an organization up to 100 percent of his salary. The loss of a senior executive is even more costly (perhaps even double the annual salary and more).
- Employee retention is critically important for societal reasons, too. Over the next few years, the 76 million baby boomers (age 40-58) will be retiring. Who will replace them? The upcoming Generation X population (age 25-34), which numbers only 44 million people. Simply stated: there are a lot fewer people available to work.
- Employee retention is one of the primary measures of the health of your organization. If you are losing critical staff members, you can safely bet that other people in their departments are looking as well. Exit interviews with departing employees provide valuable information you can use to retain remaining staff.