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demonstrates how retaining a positive and motivated staff is vital to an organization’s success. An employee retention plan is an effective way to manage employee turnover, cost-effective, maintain performance and productivity, enhances recruitment, and increase morale.I believe that the problem with retaining employees is that ADH failed to decipher employees from engaged, not engaged and actively disengaged. ADH must be able to identify the engaged workers that are willing to go the extra mile, work with passion, and feel a profound connection to their company (Reilly, 2014). The employees ADH should focus on retaining are the ones that lack energy and passion for their jobs. Converting this group of employees into engaged workers is the most effective strategy that any organization can implement to increase performance and sustainable long-term growth (Reilly, 2014).
Final Paper: Retaining Employees with Benefits StrategyMethodsIn this section, I will suggest ways to improve retaining employees through benefits and other options. Linda Galindo, suggest that you should identify your “dead” comp and benefits models, the trendsetters in your industry, the new competencies that are required, your organization’s strength and weaknesses, and keep employees educated about their pay and benefits. According to the Harvard Business Review by Williams and Scott, there are five ways to retain employees forever. 40% of workers are planning to look for a new job within the next six months, and 69% say they’re already passively looking (Scott & Williams, 2012). There is also an issue with bias and stereotype with age and how retirement will create a shortage of talented employees in an organization. For instance, in the USA it is assumed that younger workers have higher energy, motivation, innovation, physical attractiveness, and health than those who are older (Stone & Tetrick 2013). With improving ADH, the organization could benefit from a career management framework that will benefit the company and individuals. In order for the career management framework to be an accomplishment, ADH should give COMPASS a try. COMPASS consist of Career types, Organized for fit, Motivation and energy, Political savvy, Assessment and feedback, Systematic development, and Success. I will describe how each acronym can help retain employees within ADH. The first component of COMPASS is that employers should understand the employee preferred career type. There are four career types: linear, steady-state expert, spiral or transitory. “Each career type adds value to an organization. Linear’s bring ambition and determination. Steady State Experts bring expertise and craftsmanship. Spirals bring new ways of looking at things. Transitory help organizations manage and absorb workforce fluctuations as they often comprise an organization’s cadre of contact workers or part-time workers” (Clawson & Haskins,
Final Paper: Retaining Employees with Benefits Strategy2011). Most organization view linear as the only suitable career path when in actuality they are only focusing on the management track more than the technical or professional track. Not