Employee Retention Program

It’s no secret that employee resignations are at an all time high. Employees are leaving in droves. Any HR executive will also tell you that it will cost you at least 1.5 times the salary of the old employee to replace them. This does not include lost legacy knowledge, lower employee morale and a potential wake of other employees to follow suit.

At Caruso Leadership we’ve developed the most simple, effective way to prevent this expensive problem. Our process is highly customized and is a three-step process that includes an initial assessment, an objective analysis and a simple plan that will address the problem for one tenth of the cost it takes to replace an employee. The foundation of the plan is based on our expertise on how individual minds and collective minds think and behave, and how cultures are created.

Because the plan is customized for each client, based on their particular environment, it isn’t possible for me to share it in its 

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entirety. That said, there is an essence to the process we’ve developed that I can share. I call these the Four Essential Questions. These are questions every leader needs to personally ask of their team.

          1) Why do you work?

          2) Why do you work here?

          3) What do you love most about your job?

          4) Whom do you look forward to working with each week?

While these questions seem simple, I can tell you from our experience most leaders haven’t asked them even though they are essential to avoiding being a victim of the great resignation. Allow me to unpack these questions and tell a little story about the importance of asking what we call “the question after the question.”

WHY DO YOU WORK?

At this point in the history of the United States, an increasing number of people don’t have to work. (This is especially true among top employees.) Knowing what we call the, “why behind the what.” is an essential piece of information every leader should know about their individual team members.

WHY DO YOU WORK HERE?

These days most individuals can choose to work anywhere, and they are doing so in increasing numbers. Jobs are plentiful. And people are increasingly realizing they have lots of options. It’s a buyer’s market. Business leaders need to know that there is usually a primary motivating reason people work for you. They also need to know what that reason is. We’ve found that most CEOs misidentify the reason.

The late great Joe Lichtenberg, a world-renowned psychoanalyst and a dear friend, identified the 7 motivational systems that drive the human mind and behavior.

Similarly, everyone has something that motivates them to stay in their job. Let’s talk about how to the most simple, doable way to find out what that is, and how to use that information to guard against the great resignation.

WHY DO YOU WORK?

WHY DO YOU WORK HERE?

WHAT DO YOU LOVE MOST ABOUT YOUR JOB?

WHOM DO YOU LOOK FORWARD TO WORKING WITH EACH WEEK?

FOUR ESSENTIAL QUESTIONS

WHAT DO YOU LOVE MOST ABOUT YOUR JOB?

The answer to this question needs to be objectively analyzed as this needs to be right. It is also where asking “the question after the question” is perhaps most important. (More on that in a minute.)

WHOM DO YOU LOOK FOWARD TO WORKING WITH EACH WEEK?

The answer to this question could provide you with very valuable information that could help avoid the expense of employee resignation. It is another important factor in informing your retention strategy.

QUICK STORY

Years ago, I was dating a woman whom I cared about a great deal and considered a friend. I had made it a habit to ask all my friends what they wanted in life so I could think about that during my day. (Then, as now, my life mission is to develop my skills and myself to the best of my ability to help myself and others.)

I asked Carol who was approaching an early retirement what a perfect week would look like. After some clarification she replied, well I would like to get a manicure and pedicure every week and throw a small dinner party with friends and be planning on a trip.

 
 

Two years later Carol and I were married. (We still are.) During the early years of our marriage, I often reflected on her response. So I would be sure that we arranged a dinner party at our house every weekend. We would decide the menu shop for the items and prepare the food together. Carol would set a beautiful table. All went well for a bit and then I noticed Carol was less and less excited prior to the parties.

I asked her if we could talk about it and she agreed. I asked what was happening in her mind. Her reply surprised me. She said, “I found out I don’t really like anything about the preparation except setting the table.”

From that day on, I have done all the food prep and cooking, and Carol has continued to set a beautiful table that unfailingly gets complimented by all.

In life or work, it’s important to know what motivates people who choose to be with you. It has never been more important for a leader to know what (and who) motivates their people. Assumptions will almost always be wrong. It’s also critical that you know how to ask the “question after the question.” Being armed with this information can help protect you from being a victim of the great resignation. It’s an important part of, shall we say, “setting the table” for an employee retention process. Feel free to contact us at team@carusoleadership.com to learn more.

To learn more about our employee retention services please email team@carusoleadership.com at the button below!