This will allow members of the team to get to know each other and provide the feeling of working as part of a team. The 18-month limit however, will provide the security for the workers who do not like their workstations or their team members of knowing they will be able to move again in 18 months.
THE LONG-TERM
While these strategies may work to help reduce the percentage of employees leaving for this company there needs to be a long-term solution as well. The company will seek out, recruit and hire a retention manager.
The retention manager will be hired for the sole purpose of monitoring our retention rates, implementing the programs we have listed and working to add more programs aimed at retaining our talent.
The retention manager will be expected to seek out and understand all current research and data with regards to national retention trends and use a proactive approach in the attempt to retain the employees.
This manager will have the power to implement changes, programs and other benefits as long as they are discussed ahead of time with management in the hopes of improving retention.
CONCLUSION
The problem of employee retention has been a growing one for several decades. Today, employees do not feel the loyalty that they did in years past when it comes to leaving companies that have employed them.
Whether it is because of the ability to move around, the removed stigma of days gone by...
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