Posts Tagged ‘retention’

Dear Nettie

Monday, November 17th, 2014


I continue to reinforce that relationships are the key to success …and that definition of success extends to WOW! transformations clients, colleagues, peers and friends. Strong relationships happen in many ways, and one important element is when you become a trusted advisor to a client, colleague or peer. That means going the extra mile, doing more than what you are expected to do, and extending the relationship beyond the walls of the company or organization into other areas of your life.

I don’t compartmentalize my relationships. For me it’s about the broader opportunities to get to know someone, connecting various people because you know something great will come of it, and seeking relationships in unlikely places. I am proud to say that many a colleague has become a friend, a networking companion and traveled with me into others areas of my life.

The email below serves as a reminder to the impact one can make in an organization and beyond. I worked with Andrew for eight years at Solvay and call him a client, a trusted advisor, and a friend.

Dear Nettie

MDS is what it is today largely through your amazing efforts over these past 8 years. From the first meeting we had to conceptualize the concepts through the expansion to Europe all the way up to present day.  I am in Shanghai today and so is MDS. When I traveled to Brazil MDS was there as well and now it is even available in French as well as Portuguese and Mandarin.

More than just fond memories I hope you also take with you the knowledge that hundreds of Solvay managers are using skills today that are a direct result of MDS and your efforts.

For me it is not good-bye as I know we will work together again. Thanks for all that you have done and all that I don’t even realize you have done!

Fondly,  Andrew

Survey Says…

Wednesday, February 5th, 2014

“One in Five Workers Plan to Change Jobs in 2014 …” read more

“Many Employed Workers Haven’t Sought A
New Job In Years …”  read more  


What both surveys indicate is that 2014 looks like the year the job market turns around.  “Twenty-one percent of full-time employees plan to change jobs in 2014, the largest amount in the post-recession era and up from 17 percent in 2013,” according to the survey conducted online by Harris Interactive.  However, respondents expect the effort to challenging.

What does this mean for employers?

Retention and Engagement is critical. Ramp up initiatives that keep employees happy and involved.

  • Review current development programs and make sure they are better than your competitors.
  • Give thanks to employees as a lasting reminder of your appreciation. Make formal rewards and recognition a part of your company culture.
  • Ask employees what they need through surveys, focus groups or one-on-one interviews.

Experienced talent will be hitting the marketplace. Now is the time to review your hiring practices, make sure your recruiting message is effective, and you are prepared.

  • Clear communication should reflect the personality of your organization to attract and connect with the right talent, as well as retain existing employees.
  • Ensure the acquisition and hiring team is in alignment from sourcing talent to interviewing for skills, competencies and culture fit.
  • Use existing employees to act as talent ambassadors.

Take a look inside your organization. This is a good time to complete an Employee Audit. The Audit is an evaluation that identifies how people move through the employee lifecycle from acquisition > onboarding > development > departure.

  • Assess the entire relationship to uncover what is working and what can be strengthened.
  • Take a hard look at systems, processes and development initiatives to clarify strategic priorities, solutions that will address people pains, and talent hurdles that your organization may face in 2014.
  • Create a plan to address challenges to avoid losing key employees.
  • Evaluate your acquisition process to take advantage of key talent hitting the market.

Be prepared for change. Losing employees, hiring new employees or retaining existing talent all require change. With the talent outlook in 2014 changing, it is time for organizations to make smart decisions about investment in the people they seek, hire and retain.

Renewed optimism about the job market can be an asset or a liability for your company. Which will it be?  

Company Culture is a Competitive Advantage

Wednesday, January 22nd, 2014


At WOW! transformations, we’re scanning the news for the latest ideas on employee engagement. Here’s a summary to a recent Boston Globe article. Want to read the entire piece? Click here.

In competitive markets for talent, a company’s culture can help recruiting, but the most glamorous perks may not be the most effective.  Flexibility of scheduling is high on the list of cultural assets, as are transparency, teamwork and all the goodies like free beer, food and swag.

More important, however, are benefits that advance careers.  These include sabbatical programs, the chance to work with smart people on winning teams, and the likelihood of enhanced career opportunities.

Here’s one of the happy irony when local companies compete for talent: Everyone wins.  Why?  Work will flow to where the jobs are, so as new companies enter a region, the availability of jobs increases and the talent pool expands.

Learn more about how WOW! transformations can help create the culture you want at

Talent Management Trends: Are You Onboard or Drifting?

Tuesday, February 1st, 2011

How often have you heard a business executive brag that “our people are our most important asset”?  Sounds good, but how many companies actually work strategically to enhance that asset?

A recent post on The Daily Recruiter reviewed emerging trends in “talent management,” the process of attracting, developing and retaining skilled employees.  The article went to the heart of the issue quickly: A structured talent management process wіll systematically close thе gap between thе human capital аn organization currently hаѕ аnd thе leadership talent іt wіll eventually need tο respond tο tomorrow’s business challenges.

I was gratified to see the article reaffirmed beyondboarding™ – a strategic approach to employee and organizational growth and development – that WOW! transformations has been helping organizations implement as part of their talent development initiatives.  Most onboarding programs for new employees have a short shelf life; they begin with a flurry of activity, but the energy all but dissipates within a few months.  Beyondboarding™ actually precedes a hiring decision by assessing talent needs and continues throughout an employee’s career with the company.  Not only does its duration span through lifetime of service, its strategic outlook continually assesses an individual’s needs for re-orientation, learning and development.

The article suggests several important strategies of talent management, including:

  • Attracting talent. Creating assessment, selection strategies and processes is a critical first step in attracting qualified talent in the current economy and gives you a leg up on the competition.
  • Retaining the best people.  Wіth 75 percent οf employees looking fοr nеw employment opportunities аt аnу given time аnd five million Baby Boomers expected tο retire іn thе next few years, thе war fοr talent іѕ οn.
  • Developing talent.  Providing your employees with opportunities for development such as executive coaching, career development аnd leadership development programs.
  • Transitioning talent out of the company.  Thе benefits οf offering exiting employees quality transition programs far outweigh thе costs аnd risks οf nοt providing thеm.

Beyondboarding™ is an effective strategy because it incorporates all the stages of an individual’s career development within the context of an organization’s needs for the future.  To learn more about how beyondboarding™ can help your company, click here.