Page 238 - Retaining Top Employees

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226 Index

Nonnegotiable behaviors, 105-106 Outside-the-box thinking, 179-
Non-traditional rewards, 74 180
Notice boards, 180 Outsourcing, 12-14, 130-131
Now, Discover Your Strengths, 65 Ownership of retention strategies,
Nurse shortage, 43 218
O P
Obvious gaps, 42-43 Parking lots, 180
Old employment contract, 119- Peer groups, program support
121 from, 214
1001 Ways to Reward Your Peer mentors, 201
Employees, 101 Peer relationships
Online surveys, 51 appeal to Boomers, 70
On-the-job training, buddy pro- appeal to Gen X, 76-77
grams and, 204 overview, 66
Operational issues in retention, Peet’s Coffee and Tea, 172, 173
45-47 People versus strategies, 209
Opinions, importance to Gen X, Performance incentives, 109
75 Performance management, 159-
Organizational culture 163
appeal to Boomers, 69 Performance Management, 160
appeal to Gen X, 74-75 Performance reviews
integrating new employees, auditing, 94-95
145-148 effective, 160-162
integrating retention programs, as guide to compensation
217-218 goals, 83
managers’ role in explaining, retention interviews versus, 52
153-154, 173-174, 175 Perks, 93-94
overview, 64-65 Personnel records, auditing, 94-
Organizational promotion, 20 95
The Organization Man, 69 Peter Principle, 167
Organizations, adding value for, Physiological needs, 9
210, 212 Picturing the shot, 31-33
Orientation Pilot events, 217
absence of, 137-138 Planning, importance to
common criticisms, 135 Boomers, 67
immediate impact, 138-141 Point of impact, 31, 35-36
importance to retention, 35- Points of leverage for implemen-
36, 135-136 tation, 212-215
medium-term goals, 141-148 Policies, 153, 181
program development, 148- Politics, shielding employees
150 from, 168
Outputs, behaviors versus, 103 Portfolio career, 120-121