Page 234 - Retaining Top Employees

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222 Index

outsourcing to, 131-132, 133 on work-life balance, 182
Employee recognition program,
D 101. See also Recognition
Data collection, 48-55, 160 Employee retention
Decision making, 177-179 current views, 8-11
Deferred compensation, 91-92
defining, 1-4
Definitions for coaching and men- developing mindset for, 24-27
toring, 192-193, 194 development of concept, 4-5
Delays in performance reviewing, early management approaches,
161-162
5-7
Demographics five phases, 30-37
basic comparisons, 59-61 goals, 55-56
Boomer retention tools, 66-70 strategies, 27-28 (see also
Gen X retention tools, 71-77 Strategies)
recognition award preferences, tactics, 56
114 See also Tactics
workplace perceptions, 61-66 trends, 11-21
Departing employees, 183-187 Employee retention weed garden,
Departments as retention envi- 10-11, 81
ronments, 4 Employees
Development. See Growth oppor- adding value for, 211
tunities departing and returning, 183-
Dialogues, 147, 155 187
Direction versus advice, 199 gaining program support from,
Divisions as retention environ- 214
ments, 4 grading, 21
Divorce, effects on Gen X, 60 importance of attracting, 25-
Dot-com phenomenon, impact on 26
retention, 14-16 interviewing for retention, 32-
Duplication of costs, 127 33
targeting for retention, 39-44
E
Employee turnover
Economic cycles, 120 defined, 5
Ego needs, 9 healthy, 209
Electronic Recruiting Exchange typical frequency, 122
Web site, 26 See also Employee retention
E-mail, 115
Employee value proposition, 21
Employee clients, 46
Employer of choice concept, 20-
Employee feedback 21
on compensation plans, 85, 87 Employersforworklifebalance.org
on orientation, 143, 148 Web site, 181
on recognition programs, 109, Employment contract, 119-122,
114, 115 208-209
retention data from, 48-55 Entry interviews, 50