Healing Employment Retention and Development

Irvine, Calif. — “There are seven critical stages of engagement in the employment process. We have closely examined how each is currently broken, and are offering companies creative tips for success at each stage.” says Kim Shepherd, CEO of Decision Toolbox, a nationwide provider of project based hiring and on-demand Recruitment Process Outsourcing (RPO).

“In the employment process, the final (and ongoing) stages of engagement are retention and development,” says Shepherd. “You have followed our creative tips for successfully attracting, selecting, interviewing, hiring and onboarding employees in today’s challenging marketplace. So, now that they’re in, how do you keep them?”

“Many organizations fall down in the final stages of the employment process — RETENTION & DEVELOPMENT — by neglecting to continually nurture and engage their employees – it is helpful to view employees as candidates to be continually courted and mentored, “explains Shepherd.

Below are a few creative examples for developing what Shepherd calls “sticky cultural glue” in your company, and making it an inspired workplace where employees are “switched on” and no one wants to leave:

lip the hierarchy — empower employees, respect their time, encourage their ideas.
Leverage fresh eyes — ask new hires to point out processes in your company that don’t make sense — because they probably don’t!

Keep employees engaged and looking forward — change up employee work routines with new challenges every 18 months — ask them what their goals should be.

Pods, Tiger Teams, Tsunami Planning — group employees into Pods of 4-7 each, ask them to meet monthly for intensive Tiger Team meetings where they develop solutions to existing problems or challenges. Ask these same Pods to come together quarterly for Tsunami Planning meetings where they solve problems that haven’t happened yet!

Hold mutual reviews review your employees quarterly and have them review you. Ask them, “How can we BOTH do things better moving forward?”

Celebrate boo-boos — share mistakes openly and without judgment to help others avoid repeating the same boo-boos.  
“Creating cultural glue takes real thought, complete buy-in from the top, and constant focus to be kept in place, but it is well worth the effort. Make your organization a place where employees want to STAY and can GROW. Remember, creativity is the difference between managing and leading others, “concludes Shepherd.

About Decision Toolbox (DT) Founded in 1992, Decision Toolbox provides scalable and easily integrated recruitment solutions for a 7% cost per hire on average while incorporating rigorous quality controls and a twelve-month candidate guarantee. Armed with the very latest tools and a team of seasoned US-based Recruiters and Sourcers, Decision Toolbox is an on-demand recruiting department for one critical search, for large projects, or a complete RPO/RPI solution. Decision Toolbox has taken a leadership role in almost every aspect of recruitment, introducing an RPO offering in 2000, four years before it became industry practice. DT is recognized as a “Thought Leader” by organizations such as SHRM, PIHRA, and the NHRA, and was awarded the
Alfred P. Sloan Award for Business Excellence in Workplace Flexibility in 2009 and 2011. DT is a Women’s Business Enterprise National Council (WBENC) certified company, the Gold Standard. WBENC Certification validates that the business is 51 percent owned, controlled, operated, and managed by a woman or women.