You have effectively adapted your people to be remote, but is employee morale high?  Many folks are fighting isolation. Do they feel you are supportive?

Employees anticipate more from you, as their employer, due to this situation, and that their work lives are challenging.  Are you continually communicating, being honest, and showing empathy?

The more we solve human needs, the more we can expect to have a highly engaged, healthy, and efficient workforce in the future.

About the blog author

 

  • Diligent executive project manager offering a proven track record of success leading all phases of diverse technology projects; business transformation leader with more than 25 years of project management experience, and a financial executive, leading to being Assistant Deputy Commissioner the City of Boston.
  • As a business strategist, I planned and managed multimillion-dollar projects aligning business goals with technology solutions to drive process improvements, competitive advantage, and bottom-line gains; Collaborated with multiple customer entities to conceptualize and implement innovative manufacturing processes, cost-saving supplier metrics, and digital enablement road-maps.
  • An influential visionary with an empowering and motivational leadership style that brings out the best in all project participants, both internal and client staff, creates alliances to achieve business goals, and quickly turns negative financials into positives.

My LinkedIn profile is at  https://www.linkedin.com/in/bjmartinez/.

Making sure employees stay with you

  1. Organizing Stay Interviews
    • Check-in with high-performing employees.
    • Signal that these conversations are a two-way chat.
    • Give employees time to prepare their thoughts.
    • Commit to positive changes.
    • Start with easy to answer questions to put your employees at ease.
    • Credit employees for ideas coming from these “stay” interviews.
    • Avoid sounding like you are making excuses.
    • Respond to employee concerns or needs without being defensive.
  2. Investing in your people
    • Offer online training and continuous learning opportunities.
    • Encourage acquiring new skills in every company meeting.
    • Develop coaching and mentoring programs for employees at all levels.
    • Trumpet your employee’s progress and successes.
    • Expand responsibilities for your top performers.
    • Find out what matters to your employees.
    • Champion your team’s accomplishments and regularly share how their efforts contribute to the company’s current recovery status.
  3. Emphasizing a collaborative environment
    • Be open to and accepting of new ideas.
    • Provide clear and concise directions in your communications.
    • Establish a platform for anonymously airing concerns/problems.
    • Train people to be more collaborative as part of their daily routines.
    • Recognize and celebrate successes and everyone who contributed.
    • Concentrate on nurturing your people’s collaboration skills.

Conclusion

 

The importance of retention is not just to minimize the cost of the replacement but also to increase sales and employee morale.  Right now, you are in a rebuilding phase.

It would be best if you had everyone at their peak performance. It will pay off in the long run when you retain the people you invested in developing and those you rely on for critical skills, knowledge, and relationships.

Plan! Adapt! Manage! Succeed!

AccuComp Enterprises collaborate with business and technology leaders to support the formulation and execution of transformational strategies.

Together, as your business partner, we can achieve your intended business outcomes by bringing the best of process re-engineering, technology experiences, and advanced business analysis.

Contact us at s.ferrer@accucompenterprises.com

We are all in this together!

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