Page 130 - Retaining Top Employees

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118 Retaining Top Employees

Don’t Wait Too Long
Many managers wait too long before implementing their
employee retention strategy. It’s natural to want to make sure
everything is “planned right” before beginning implementation,but it’s
a mistake. Implementation is not the end of the planning process; it’s
part of it.
It’s important to start implementing your retention strategy as soon
as possible,because it’s only then that you can begin to adjust it
according to the realities of your own organizational culture.
Don’t succumb to “paralysis by analysis.” Get started now!

1. Picturing the Shot: Envisioning Your Retention Strategy
2. Club Selection: Deciding Which Retention Tools to Use
3. Backswing: Recruiting for Retention
4. Point of Impact: Making the Difference with Orientation
5. Follow-Through: Maintaining Retention Through the
Employment Life Cycle
We’ve finished the first two phases (Picturing the Shot and
Club Selection). Now, let’s start phase three—Backswing!

What Is Recruiting for Retention?
At some point, all organizations recruit employees. Only some
organizations (surprisingly, very few) recruit for retention.
The difference? Figure 7-1 summarizes the main dis-

Learn from Your Competitors
Can you or your fellow managers identify an organization in
your industry that seems to be great at retaining good
employees? If so,spend an hour pretending you’re thinking about
working for that organization. Look at their Web site,their job ads,
their recruitment materials. If they have a job hotline,call it and ask
for more details on a specific position. If you can,visit a hiring fair or
other function where you can see their recruiting team at work.
Don’t worry about analyzing the results of your investigation; what’s
important is to experience their recruiting process.Take time to note
down the three features of their recruiting activities that most
impressed you as a prospective employee.