Retaining good employees, and creating a culture that encourages them to recruit other good employees, is not expensive. But it must be focused and intentional.

Employees/Team Members look for evidence that retention is the business’s priority.

• How fast is the company moving on new hires?

• Does leadership vet and on-board new hires like they are making a big investment?

• Do they recognize great effort to instill values in addition to recognizing results?

• Is the company’s leadership fair - which is not the same as treating everyone the same?

What about the “employee handbook”?

You can accomplish the company’s legal objective and have a handbook that employees (“Team Members”) actually read. Ditch the "guilty until proven innocent" approach.  Gary Held will prepare an engaging handbook that employees will digest and understand from cover to cover.

Ready to talk to Gary Held with your burning questions about employee engagement? He’s ready to talk to you.

Studies about employee engagement shed light on many of these questions:

What's more important, annual performance evaluations or one-on-ones?

In providing recognition, do you aim for frequency or magnitude?

Why the “R word” is more important than $ for engagement?

What is the "C student" pitfall and why you should avoid it?

How does Gresham's law apply to people?

What is the myth of forced rankings?

Turnover and engagement: what is the relationship?

What is the connection among speed, respect, and keeping people engaged?

What is the biggest privation of team member engagement (and how to eliminate it)?

What are the 4 absolutes for team member engagement?

The great debate: the pizza or the handshake?