Human Resources Training, Interview training

Stay Interviews: A Powerful and Low-Cost Employee Engagement and Retention Tool

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The concept of “lifetime employment” is past us. Yet, today is also the time when the demand for talent is perhaps at its highest. The reason for this demand is understandable: talent is not easy to find. If finding the right talent is a big challenge for HR, the bigger one is retaining them, because talented employees are difficult to find, but easy to poach!

It is thus no surprise that a recent Harvard Business Review article entitled “How to Keep Your Top Talent” showed that almost a quarter of an organization’s top talent plans to move out within just a year of joining.

The onus of retaining talented employees rests with HR. Organizations have everything to gain by keeping talented employees, because it is the only way by which to not only ensure that the company grows, but to also justify the high cost that would have gone into finding them. Frequent departures by talented employees, especially those in key positions, can affect the organization in a number of ways.

It can hurt the quality of their products and services. It can waste their time, and worst of all, hit their reputation because they earn the name of being a company that cannot retain its talent.

So, how do organizations build and retain talent? A webinar from TrainHR, a leading provider of professional training for the human resources industry, which is being organized on November 20, will show the means by which to do this. Marcia Zidle, CEO of Leaders At All Levels, will be the expert at this session.

Please visit TrainHR to enroll for this valuable learning.

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A stay interview is ideally set up when HR senses that an employee is about to leave the company. During this session, it should have a clear discussion, at which the topic of the upcoming resignation will be discussed specifically. The basis to this meeting of course, should be certainty about the employee’s decision to leave.

stay-interviews

When done right, this stay interview can go a long way in making the key employee change her mind about leaving the organization. HR should come up with solid and practical suggestions for keeping the employee who is planning to leave. It should also roll out its amended offer, if any.

First of all, HR should understand the reasons for which the employee is planning to leave. The reasons could vary from pay to working conditions to bad colleagues to better opportunities. The stay interview should find this out without being intrusive. Having discovered the reason, it should come up with something that is more enticing for the employee than what is on offer elsewhere. All these require tact and patience.

Marcia will offer suggestions on how to conduct stay interviews that offer a range of benefits for the employee and the employer. Stay interviews should stimulate the employee because, often, just the call for such an interviews fills them with pride that the organization is valuing their work, but for which it would make no attempt to keep them.

Further, the stay interview is personalized, being different from other mass employee programs. The stay interview also results in concrete actions once it is completed, such as shifting the employee to a position or job of her choice. And the best of all, they cost almost nothing.

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About the speaker: Marcia Zidle is the CEO of Leaders At All Levels and a board certified executive coach based in Dallas Texas. With over 25 years of management, business consulting and international experience in the areas of business transformation, talent management and leadership development, she provides strategic focus, alignment and guidance to business leaders and their teams to ensure they get on the right track, stay on the right track and not get side-tracked in their drive for higher performance and profitability.

 

employee engagement, Human Resources Training

Difference Between Mentor Coach and Manager in Motivating Employees to High Performance

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Executives, Leaders, Managers, HR, and those in Operations, Marketing, Engineering, Accounting and other technical departments often tend to think of coaching and mentoring as being one and the same. These personnel are often confused about the nature of these two, which are not the same as each other.

Many employees need to be coached, while some other need to be mentored. It is necessary for managers to not only understand the difference between the two, but to also know how to apply these two approaches and effectively use each style to improve employee engagement. Understanding the two in their entirety is the basis for managers who want to retain employees and increase what is called their “social capital” and reputation as leaders and managers.

Managers that work effectively and make a difference to the organization and the people around them rely upon many skills and draw from them to lead their teams. For managers to become effective and successful, it is important to know when to use mentoring and when to use coaching to improve employee engagement and give constructive feedback.

A webinar from TrainHR, a leading provider of professional training for all the areas of human resources, will explain this crucial difference and how to apply which of these under which situation. Valerie Pelan, President of Integrated Focus, will be the expert at this webinar.

Please visit https://www.trainhr.com/webinar/difference-between-mentor-coach-and-manager-in-motivating-employees-to-high-performance–702482LIVE to register for this valuable learning.

This webinar has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI).

Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program.

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The aim of this webinar is to help managers understand how to give constructive feedback, which when done, leads to a “win-win” situation for their direct reports and improves business results by motivating and engagement employees.

At this webinar, Valerie will cover the following areas:

  • Definition of Employee Engagement and a “Motivating Job” are explained
  • Definition of Constructive Feedback and Motivation
  • The Definition and Difference Between a Mentor and a Coach
  • The Role of Manager
  • Situational Examples are Provided to Reinforce how to use the two different skill sets. The choice of the skill set depends on the Situation and Employee that will benefit from the use of one of the Styles
  • Two examples and Learn when to use Coaching and when to use Mentoring to be Effective
  • The end results are to initiate a Positive Learning Situation and create Accountability in the Employee

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About the expert: Valerie was featured in Jan. 2009 Dallas Business Journal. In the more than ten years for which has been consulting and providing Executive coaching, Valerie has been combing her business experience working in Fortune 100 companies and her experience as an entrepreneur.

As President of Integrated Focus, she provides leadership coaching to leaders and high potentials. Her areas of expertise are executive presence, career transitioning and leading change. She works with the owners and executive teams in mid-sized companies providing Strategic Planning and communication skills.