Employee Retainment Culture

Do staff rate you well on 

Glassdoor and Indeed?

For companies who have poor scores on Glassdoor and Indeed, research shows the company pays, on average, 10% more in salaries.  These companies are consistently recruiting due to turnover.  

Have your corporate culture assessed to ensure you have a positive culture.  Assessment will reveal if the company is collaborative, transparent, inclusive, and engaging. 

Executive CoachingIdentify employees on a proven matrix for future planning

We help executives and managers grow by providing a personal leadership development plan. Our goal is to increase company revenue by retaining employees.  We accelerate executive and management development with executive coaching to improve  leadership skills. Executives and managers that staff want to work for increases revenue because they will meet the companies objectives and stay on the job. 

Place employees on a proven matrix for future planning

Identify employees who are appropriate to educate and train for future management positions and put them on the management track.

Identify employees appropriate for professional development only with a reward system to ensure you retain top talent. 

Place all employees (including leadership) on personal and professional assessment matrix

Core Characteristics Identity Assessment

Capacity Assessment

Combine culture, outcome influencer and employee development

Develop a system specifically for the company that includes these proven methods to retain employees:

• Assess wage and benefit structure
• Develop successful communication strategy to encourage employee engagement
• Advance culture that appreciates and respects employees
• Learn ways to prevent micromanagement
• Identify and invest in high performers
• Provide an ability to grow
• Provide flexibility and be out of the box on what flexibility means

Professional Advancement / Non-managerial

Every employee does not have management / executive potential. 

Instead of a career path that includes management, retain employees by:

• Develop a professional pathway outside of a management / executive path
• Investing in their skills
• Create a path for skilled positions
• Build an employees for longevity reward system
• Provide mentorship opportunities
• Commit to diversity and inclusion
• Support individualized educational plans

Management Development Pathway / managerial and executive positions

Identify those employees appreciate for upward mobility

• Avoid the Peter’s Principal by identifying those who have the skill set for managerial and executive positions
• Create individual development plans for company advancement
• Provide executive mentors 
• Incorporate projects and tasks to engage in executive decision making
• Leadership mentors
• Workshops including topics such as How to Lead, Setting Goals, Problem Solving, Decision Making, Communication Skills and more