Page 239 - Retaining Top Employees

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Index 227

Power search functions, 95 performance incentives versus,
Precision of retention goals, 55- 109
56 targeting top employees, 100-
Presence and image 103
importance of consistency, 34- Recognizing and Rewarding
35 Employees, 83
as retention tool, 20, 25-26 Recruiters
reviewing, 35 as interviewers, 53
See also Communication promises made by, 144-145,
Processes, events versus, 217 146
Professional qualifications, coach- Recruiting
ing for, 202-203 Army approach, 75
Program champions, 212-215 basic principles, 34-35, 118-
Projects, 67, 72 119
Promotional literature, 20 compensation information in,
Proprietary activities, 124 97
Prospective bonuses, 90 employment contract, 119-122
Protégés, 190-191 hiring models, 123-132
Public recognition. See Internet tools, 26
Recognition promises made during, 144-
Q 145, 146
Quality of awards, 108 Recruitment literature, 20
Quantifiable goals, 55-56 Relevant goals, 158-159
Questionnaires, 53-55 Reminder systems, 166
R Reputation, 89
Rainmakerthinking.com Web site, Resistance to retention programs,
60 216-217
Reactive bonuses, 90 Resources
Recognition managers’ role in providing,
compensation and, 84, 103 168-169
need for, 10, 99 targeting priorities for, 41
with perks, 93-94 Respect, 9
with stock options, 92 Retention. See Employee retention
Recognition programs “Retention effect” assessments of
appropriateness, 113-115 compensation, 218
attainable targets, 109-110 Retention mindset, 24-27
basing on retention, 103-105 Retention-related behaviors, 105-
communicating, 115-116 106
designing to enhance behav- Retention strategies. See Strategies
iors, 105-106 Retention tools. See Tools
fairness, 110-113 Retired employees, as mentors,
goal setting for, 107-109 201