Comments on: Employee Retention http://caribhrforum.com/wordpress/2008/04/26/employee-retention/ Human Resource Practitioners in the Caribbean, Together Thu, 20 Nov 2008 23:57:04 +0000 http://wordpress.org/?v=2.5 By: Nelicia John http://caribhrforum.com/wordpress/2008/04/26/employee-retention/#comment-1112 Nelicia John Mon, 19 May 2008 14:17:29 +0000 http://caribhrforum.com/wordpress/?p=75#comment-1112 I agree that money by itself is not a motivator. However as stated herein for someone at the higere end of the range it is not significant, this however may not be same with pesons lowere done the range. I agree with paying to ensure a level of comfort for the lowest paid person. It is important for HR to educate the organisation about the role or HR as compared to the role of Line Mangers. Line Mangers need to recognise that they are infact HR Hanagers also. They manage the Human Resources within thier departments. HR provides support & structure to this. I agree that money by itself is not a motivator. However as stated herein for someone at the higere end of the range it is not significant, this however may not be same with pesons lowere done the range. I agree with paying to ensure a level of comfort for the lowest paid person.

It is important for HR to educate the organisation about the role or HR as compared to the role of Line Mangers. Line Mangers need to recognise that they are infact HR Hanagers also. They manage the Human Resources within thier departments. HR provides support & structure to this.

]]> By: Felicia Linch http://caribhrforum.com/wordpress/2008/04/26/employee-retention/#comment-1110 Felicia Linch Thu, 15 May 2008 21:15:45 +0000 http://caribhrforum.com/wordpress/?p=75#comment-1110 Denise, I enjoyed this article, very practical and useful. Totally agree money is not a motivator, once a certain level has been achieved. Like you we beleive that an Organisation that creates an enviroment of trust and has an engaged workforce will have sustained levels of performance and retention. I would suggest this is the reason why the starting point for any employee engagement initiative must be 'Developing Commitment to the Organisation' and the key enabler in doing that is leadership, inparticular, as you rightly point out line managers. Felicia Face 2 Face Ltd Denise,

I enjoyed this article, very practical and useful. Totally agree money is not a motivator, once a certain level has been achieved. Like you we beleive that an Organisation that creates an enviroment of trust and has an engaged workforce will have sustained levels of performance and retention. I would suggest this is the reason why the starting point for any employee engagement initiative must be ‘Developing Commitment to the Organisation’ and the key enabler in doing that is leadership, inparticular, as you rightly point out line managers.

Felicia
Face 2 Face Ltd

]]> By: Michael L. Gooch http://caribhrforum.com/wordpress/2008/04/26/employee-retention/#comment-985 Michael L. Gooch Tue, 29 Apr 2008 18:00:39 +0000 http://caribhrforum.com/wordpress/?p=75#comment-985 I totally agree with your comment about the "money" issue. As a warning to people that might misunderstand, lack of money can sometimes be a factor when we are dealing with poor paying employers and entry level jobs. Turnover in your organization and escaping cattle on a ranch are the same problem. Moreover, some of the basic solutions for the ranch might just work for the organization. Is there enough grass, hay, grain, and water to meet the basic needs? This is the same as asking if the employees are really making enough compensation to meet their basic needs. Under-fed cattle and under-paid employees will both fix their eyes on the horizon and start searching for improvement in feed or cash. I know that it’s extremely popular nowadays to quote “polls” that indicate money is not a big factor. In many jobs, I am sure that’s true. However, the positions at the bottom of the food chain don’t apply to this new “money is not important” paradigm. There is a colossal difference between $5.16 an hour and $10 an hour. Some people might think, That’s only $10K a year difference. That’s not a lot of money. They’re right when we’re discussing people with six-figure salaries. Now, I’m not advocating we go out and raise salaries. Nevertheless, we should be paying what is fair and equitable for the region and industry. Michael L. Gooch, SPHR author of Wingtips with Spurs: Cowboy Wisdom for Today’s Business Leaders http://www.michaellgooch.com I totally agree with your comment about the “money” issue. As a warning to people that might misunderstand, lack of money can sometimes be a factor when we are dealing with poor paying employers and entry level jobs. Turnover in your organization and escaping cattle on a ranch are the same problem. Moreover, some of the basic solutions for the ranch might just work for the organization. Is there enough grass, hay, grain, and water to meet the basic needs? This is the same as asking if the employees are really making enough compensation to meet their basic needs. Under-fed cattle and under-paid employees will both fix their eyes on the horizon and start searching for improvement in feed or cash. I know that it’s extremely popular nowadays to quote “polls” that indicate money is not a big factor. In many jobs, I am sure that’s true. However, the positions at the bottom of the food chain don’t apply to this new “money is not important” paradigm. There is a colossal difference between $5.16 an hour and $10 an hour. Some people might think, That’s only $10K a year difference. That’s not a lot of money. They’re right when we’re discussing people with six-figure salaries. Now, I’m not advocating we go out and raise salaries. Nevertheless, we should be paying what is fair and equitable for the region and industry. Michael L. Gooch, SPHR author of Wingtips with Spurs: Cowboy Wisdom for Today’s Business Leaders http://www.michaellgooch.com

]]> By: Tim Wright http://caribhrforum.com/wordpress/2008/04/26/employee-retention/#comment-965 Tim Wright Sun, 27 Apr 2008 14:32:45 +0000 http://caribhrforum.com/wordpress/?p=75#comment-965 Lots of very good information here. Thoughtful and thorough. Your points that "career development and training opportunities, with a supportive flexible working environment, caring attitude towards staff and a strong balanced emotionally intelligent management and leadership" contribute to employee retention are on the mark. My segmentation of those is into CORE components of an organization's culture: Communication, Opportunity, Resources/Recognition, and Engagement. No matter what the focus/direction of an organization's culture, the desire is for employees to engage actively in said culture. That engagement is the leader's/manager's responsibility. Providing thoughtful and continual communication that engages, opportunities to engage, resources and recognition to support engagement, and engagement by the manager as behavior model can and does make a significant difference. Thanks. Tim Lots of very good information here. Thoughtful and thorough.

Your points that “career development and training opportunities, with a supportive flexible working environment, caring attitude towards staff and a strong balanced emotionally intelligent management and leadership” contribute to employee retention are on the mark.

My segmentation of those is into CORE components of an organization’s culture: Communication, Opportunity, Resources/Recognition, and Engagement.

No matter what the focus/direction of an organization’s culture, the desire is for employees to engage actively in said culture. That engagement is the leader’s/manager’s responsibility. Providing thoughtful and continual communication that engages, opportunities to engage, resources and recognition to support engagement, and engagement by the manager as behavior model can and does make a significant difference.

Thanks.

Tim

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