Page 233 - Retaining Top Employees

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Index 221

C appeal to Gen-Xers, 73-74
Cairo, Jim, 157 basic objectives, 81-87
Call centers, job sharing in, 126 designing a program, 94-97
CD-ROMs for training, 139 as hygiene factor, 7, 63, 80-81
Challenge maximizing results from, 97-99
importance to top performers, in new employment contract,
62 122
in performance feedback, 162- recognition versus, 103
163 “retention effect” assessments,
setting goals for, 157-158 218
Champions, implementation, what to include, 88-94
212-215 Competing for the Future, 13
Change, effects on Gen X, 60 Competitors, recruiting tips from,
Checks and balances, on top per- 118
former decisions, 178-179 The Complete Guide to
C-level board members, meetings Orientation and Re-Orientation,
with, 159 141
Clients. See Customers Compressed workweek, 127-128
Club selection, 31, 33 Compulsion, retention versus, 28-
Coaching 30
benefits, 190-192 Confidentiality, 50, 97
defining, 192-193 Consultants, 205
executive coaching, 205 Content of work, 62
importance to Gen X, 75-76 Contests, 101, 111
mentoring versus, 196-199, “The Core Competence of the
202-203 Corporation,” 12
Collateral losses, 186 Core competencies, 12-14
Communication Core employee hiring model,
importance of consistency, 34- 123-124
35 Core values, 172-173, 174
of new compensation plans, Corporate promotions, 20
97-99 Cost duplication, with job sharing,
opening dialogues, 147, 155 127
orientation to, 140 Cultural integration, 145-148
of recognition programs, 115- Culture. See Organizational cul-
116 ture
of retention programs, 214 Culture checklists, 175
See also Presence and image Customers
Commuting, compressed work- dissatisfaction with turnover,
week and, 128 45-47
Compaq Computers, 130 effects of recognition programs
Compensation on, 112
appeal to Boomers, 68 as mentors, 201-202