Lauren Todd Ganem, Ph.D.’s Post

Hey, where are you going? And Why? Gallup's recent survey reveals that employee turnover risk is at its highest since 2015, with 51% of U.S. employees actively seeking new job opportunities. Despite a stabilization in voluntary turnover rates since the Great Resignation, employees' long-term commitment is alarmingly low. Key Stats: Replacing leaders costs around 200% of their salary. Replacing professionals in technical roles costs 80% of their salary. Frontline employees' replacement costs 40% of their salary. The solution lies in proactive leadership. Coach Forward Leadership is a powerful approach to increase engagement and reduce attrition. By fostering open communication, aligning individual goals with organizational objectives, and addressing employee concerns, leaders can create a culture of trust and mutual growth. And now you say, "Tell me how!" Don't wait for employees to express dissatisfaction. Regular check-ins about job satisfaction and future goals are crucial. Help employees see a future within the organization through clear development plans and fair compensation. Build a positive rapport through consistent, meaningful interactions. Engaging employees through the Coach Forward Leadership approach enhances retention and boosts overall productivity. Don't know about the Coach Forward Approach to leadership (and leadership development)? Connect with me, I'll show you how. #leadershipdevelopment #success #RealizeSuccess

I want to address a frustrating and all-too-common scenario in the business world: denying salary increase requests only to offer them once an employee submits their resignation. This is, without a doubt, one of the dumbest moves a business can make. 🤦🏾♀️ The Reality of the Cat-and-Mouse Game: I see organizations play this cat-and-mouse game with their employees all the time, thinking they can always hold out until the last minute as if they are winning on their terms. But I can tell you, the only one losing is the organization. Why This Approach Fails: 👉🏾 Destroys Trust: Offering a raise only after a resignation destroys any trust the employee had in the organization. 👉🏾 Devalues the Employee: It signals that the employee’s worth is only recognized under threat of leaving. 👉🏾 Promotes a Toxic Culture: This practice encourages other employees to consider leaving to get what they deserve. 👉🏾 Misses the Bigger Picture: Companies fail to see the true value and potential of loyal employees until it's too late. Leaders, don’t wait until your top talent is walking out the door to recognize their worth. Be proactive in acknowledging and rewarding your employees' contributions. Creating a culture of respect, recognition, and fair compensation is essential for retaining your best talent and driving long-term success. Ready to Transform Your Leadership Approach? As an HR Consultant and Transformational Coach, I can help you develop strategies to recognize and retain top talent without playing the cat-and-mouse game. Let’s connect and explore how to create a thriving, motivated workforce. Follow me for more insights on leadership and HR strategies, and reach out if you need guidance on retaining your valuable employees. ♻️ Repost this if you think it can help someone in your network! #Leadership #EmployeeRetention #HR #WorkplaceCulture #LeadershipDevelopment 

The departure of employees typically has a major impact on organizational dynamics, raising the question: why do individuals quit? Companies last, but people—the core of any organization—leave. There are many causes for this exodus, each as unique as the individual. Resignations have many causes, from unmet career goals and troubled relationships to burnout and business culture unhappiness. Although competitive salary and perks are crucial, professional growth and workplace atmosphere often take precedence. Employees want meaning, recognition, and belonging, not just a paycheck. The choice to leave often comes after a series of events and encounters. Being undervalued, underestimated, or unappreciated often leads people to seek better opportunities. Leadership has a huge impact. Unsupportive management, communication, and work environments can increase employee turnover. Leaders must realize their impact on employee experience and actively promote trust, openness, and empowerment. Ultimately, tackling employee turnover demands a holistic approach that recognizes the human element in every firm. Listening to employee feedback, prioritizing professional growth, and promoting inclusivity and respect can help firms maintain their most precious asset—their people.

People Leave Managers, Not Just Companies Have you ever wondered why employees leave their jobs? The saying goes, “People don’t leave organizations; they leave their bosses.” And it’s true! Research shows that both good and bad bosses significantly influence employee turnover rates. But what happens when bosses themselves leave? The Impact of Boss Departures: Uncertainty: When bosses leave, it creates uncertainty. Employees may question the team’s direction and their own roles. Team Dynamics: A boss’s departure can disrupt team dynamics. New leadership styles and communication patterns emerge. Retention Strategies: Organizations must focus on improving leadership communication, growth opportunities, and appreciation to retain talent. Takeaway: Whether it’s a boss or the company, creating a positive work environment matters. Organisations must invest in great leadership to keep the teams thriving!

What binds an employee to an organisation? I'm not sure how many of us get to choose exactly where we end up, but let's imagine for a moment that we are all working for the organisation of our choosing. What binds us to this organisation? I don't think that what binds us is the same as what attracts us, and this is likely why workers appear to be eyeing the exit more often now. Like most, I believe that what binds us is the feeling that we are a valued member of the team. The most important word in this sentence is 'team'. In my view high performing teams are a direct result of high performing (team) leaders, so what ultimately binds us to an organisation is the quality of its leaders. You may believe that making a team member feel valued is quite easy, but it isn't. Just like any relationship, it takes a significant amount of effort to develop and maintain. As work pressures mount, too many leaders stop maintaining the relationship and employees lose their binding.

Why is it difficult for companies to retain good employees? 🤔 It's a question many business leaders grapple with. The cost of high turnover isn't just financial—it's cultural and often emotional. There are several key factors contributing to this challenge: Lack of Recognition and Appreciation 🌟 Employees want to feel valued. Lack of recognition can lead to frustration and disengagement. Regular appreciation and rewards can work wonders in boosting morale. Limited Growth Opportunities 📈 Top talent seeks growth. If career advancement is stagnant, good employees will look elsewhere for opportunities to expand their skill set and advance their careers. Poor Management 💼 The saying goes, "People don't leave jobs, they leave managers." Effective, empathetic leadership makes all the difference. Good management can inspire and retain hardworking teams. Work-Life Balance ⚖️ Overworked employees burn out. Companies that respect and promote a healthy work-life balance create a more satisfied and loyal workforce. Cultural Mismatch 🌎 A company's culture needs to align with employee values. When there's a mismatch, even the most talented individuals will feel out of place, leading them to seek environments where they feel more at home. Competitive Compensation 💰 Compensation isn't just about salary. It includes benefits, perks, and workplace environment. Companies that fail to offer competitive packages risk losing talent to more generous employers. Effective retention strategies require continuous effort and genuine care. It’s about creating an environment where employees feel they are part of something bigger and more meaningful. After all, retaining the best talent is not just about keeping employees—it's about nurturing and cultivating a thriving company culture. 🌟 What are your thoughts and experiences on this topic? Share your insights! 🗨️ #EmployeeRetention #Leadership #HR #WorkCulture #CareerGrowth #EmployeeEngagement

Narayan Murthy's recent statement about discipline and dedication has sparked many discussions. While commitment is crucial for achieving success, it’s equally essential to acknowledge the human side of the equation. Employees are more than their roles—they’re individuals with personal lives, ambitions, and challenges. While salary increments and professional growth are strong motivators, respecting employees' time and fostering a healthy work-life balance build long-term productivity, loyalty, and satisfaction. A motivated workforce thrives not just on discipline but also on trust, empathy, and understanding. Leadership isn’t about extracting the maximum output; it’s about creating an environment where employees can give their best without compromising their well-being. Let’s strive to build workplaces where dedication and discipline coexist with empathy and flexibility. After all, the success of any organization is deeply tied to the well-being of its people. What are your thoughts on balancing expectations and empathy in the workplace? Let's discuss this in the comments below! #Leadership #WorkLifeBalance #EmployeeWellbeing #Motivation #OrganizationalGrowth

Employees are more likely to leave companies that fail to distinguish between high performers and laggards when it comes to recognition and rewards. Companies that fail to recognize and reward strong performers have higher rates of attrition, and the same is true for employers that tolerate underperformance. The issue is not compensation below market rates, but rather recognition — both informal and financial — that is not linked to effort and results. High-performing employees are the most likely to resent a lack of recognition for their results, which means that companies may be losing some of their most productive workers during the Great Resignation. #Adaptiveleadership #Strategicleadership #Servantleadership #authentiveleadership #leadershipdevelopment #adaptation #changemanagement

🌟 Understanding Why Top Performers Leave: A Key to Retaining Talent🌟 Losing a star employee can be a significant setback for any organization. Beyond the immediate impact on productivity, there are underlying reasons that drive these talented individuals to seek opportunities elsewhere. Here are some insights into why top performers leave and how organizations can address these challenges: 1. Poor Management: It's often said that people leave managers, not companies. Ineffective leadership, micromanagement, or a lack of support from superiors can drive top performers away. 2. Cultural Misalignment: A company's culture plays a vital role in retaining talent. If employees don't feel valued, respected, or aligned with the organization's values, they may look for a better fit elsewhere. 3. Lack of Engagement: Top performers thrive on challenge and meaningful work. When they feel disengaged or underutilized, they're more likely to explore opportunities where they can make a greater impact. 4. Unmet Expectations: Competitive compensation, growth opportunities, and recognition are essential factors for top talent. If organizations fail to meet these expectations, employees may seek better prospects elsewhere. 5. Limited Career Progression: Top performers are ambitious and seek opportunities for growth and advancement. Without clear paths for career development, they're more inclined to pursue roles that offer greater potential. 6. Overwork and Burnout: Excessive workloads and a lack of work-life balance can lead to burnout, even among top performers. Organizations need to prioritize employee well-being to prevent talent drain. Understanding these factors is the first step toward creating a supportive and engaging workplace environment that retains top talent. By addressing these challenges proactively, organizations can build a culture that fosters loyalty, growth, and success. Let's keep our star performers shining bright ✨ #TalentRetention #EmployeeEngagement #WorkplaceCulture

Losing star performers can be detrimental to any organization. Australia currently experiences a 14% turnover rate among employees, potentially including top performers. But what happens when you lose a key team member? - The costs of replacing and searching for new talent are not only expensive but also exhaustive. - Retraining a new employee is time-consuming, affecting overall productivity. - The departure of a top performer may lead to increased stress on existing team members and a loss of productivity. - Moreover, departing employees often take other top performers with them. Research from McKinsey highlights that 41% of individuals leave their roles due to a lack of career learning and advancement opportunities. To retain top talent, it's crucial to foster a culture of continuous learning and recognition. By creating an environment that prioritizes employee development and offers a compelling value proposition, organizations can retain their best performers and cultivate a motivated workforce. Let's collaborate to build enriching experiences and ensure the retention of top talent. #EmployeeRetention #TalentManagement #LearningAndDevelopment