Know When to Hold 'Em: Retention November 2007 The First 90 Days Are Critical to Long-Term Retention A Retention Best Practices Case Study: Bowen Engineering Corp. Retaining Good Employees Employee Retention: Keeping the People Who Keep You in Business
Most research over the past several years has drawn the conclusion that organizations with progressive leaders who respect employees, make maximum use of employee skills, and have effective systems to manage, reward and acknowledge performance are more likely to retain committed employees. Other organizations? Well, they run the high risk of letting critical knowledge and intellectual capital walk right out the door. An employee retention strategy works hand in hand with creating a compelling employer brand. So instead of having to convince existing and potential employees that you are the employer of choice, you create a unique and attractive work experience – a branded experience – that sets you apart in your industry and in the labor market. Successful businesses are built on strong customer relationship management. The more the customer’s mind and needs are understood, the stronger the brand. The same goes for employee retention and employer branding. A strong retention and branding strategy starts with understanding what is important to your current employees, what will keep your most talented employees from leaving when offered outside opportunities, what potential employees are seeking, and most important, what you as an organization values. Answering these and other questions will help you shape a comprehensive employee retention strategy that creates a model for building a committed workforce. For more information and assistance with Employee Retention Strategies, contact E. K. Ward & Associates at 716.626.1188 or visit us at www.ekward.com.	Today, both attracting and particularly, retaining top talent is at the top of every key human resources leader’s mind. And whether you call it “onboarding,” job sculpting or something else, everybody OI Partners encounters is talking about how to hang onto their talent. There are many examples of “best practices” in retaining talent from which to draw. In this month’s newsletter, we have attempted to share with you, those we have found to not only be successful, but practical and doable, as well. Sincerely, Anne Mahoney Glose E. K. Ward & Associates, Inc.                  An OI Partner, Buffalo, NY The First 90 Days Are Critical to Long-Term Retention Research shows that positively engaging new employees immediately can make a marked difference in retaining them long term. Here are five tips for how to do that. A Retention Best Practices Case Study:  Bowen Engineering Corporation Bowen Engineering Corporation didn’t start with the goal of being named one of the Best Small Companies to Work for in America. But, thanks to a culture that makes leadership development at every level a priority, it has built a highly satisfied workforce that has earned them this honor. Here is how they did it. Retaining Good Employees Research shows that a majority of your employees would consider leaving for a more appealing opportunity—and that the cost to your company when just one employee leaves is substantial. Prevent those losses by considering these four things employees say they want. Employee Retention: Keeping the People Who Keep You in Business Knowledge workers are the backbone of your company because they keep the factories churning, the customers satisfied and the new products coming. The retention of this group of highly skilled workers is one of the major challenges today. Here are four ways to motivate knowledge workers.

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