Retention begins at day 1; many employees start the job with enthusiasm, but when the on-boarding process isn’t a positive experience, they start to question their decision to take the position. They usually make the extra effort, ask for help and resolve to be successful, but a small percentage may passively start to seek another job. If this happens, the employer and the employee are not maximizing their potential.


Retention & Engagement

Shelley Brown

Engagement is defined as “The extent to which employees commit to something or someone in their organization and how hard they try and how long they stay as a result of that commitment.”  Studies show that turning points in engagement can be:

  • Being passed over for a promotion
  • Getting a new boss that you don’t like
  • Petty/unreasonable enforcement of authority
  • Learning that the company has been purchased
  • Being asked to perform menial duties outside of the job description
  • A close colleague resigns
  • An unexpected low performance rating
  • An unexpected external job offer

What are some “quick tips” for pro-active retention strategies?

  • Great on-boarding/orientation program
  • Perform ‘stay’ interviews to assess engagement
  • Do regular employee satisfaction surveys, act on the results and give feedback
  • Outsource your exit interviews to a third party who can get deeper data, identify trends and make recommendations to prevent further resignations
  • Do regular focus groups with employees
  • Flexible working policies
  • Ensure you have QUALITY managers in place (and get rid of the jerks)
  • Give regular, informal feedback and praise
  • Differentiate rewards according to performance
  • Career and development planning


Let Bromelin assess your levels of engagement and maximize your ability to retain your good people.  Let me help you make your organization an employer of choice!

Shelley Brown
Bromelin People Practices