“Salary can only go so far in your work experience. And I have always been under the impression that there's always somebody out there that's going to pay more. But when you pay the house high salary, and they actually get in the job, this is where sometimes some of the disconnects, start to happen. And if you don't have strong relationships and level of trust and enjoy your experience, chances are you're not going to last that long with the, with the organisation you're with, even if you do have a higher salary, because people you know, especially I think we're seeing more of this in the younger generations, that you know, they're they'll move in the blink of an eye if they don't feel that they're enjoying the work that they're doing.”
Douglas Brown’s Top Five Tips For Managers to Retain Their Employee Talent.
1. Successful Onboarding
2. Focus on cultivating employee engagement drivers.
3. Defining the desired employee experience
4. Helping employees to create a Career Development plan.
5. Learning and Development.
TIME STAMP SUMMARY
01:05 Why on boarding is crucial to retention.
06:17 How good management affects employee retention.
14:47 Creating valuable work experiences for employees.
18:42 Everyone needs to grow, including leaders.
Where to Find Douglas?
Douglas Brown Bio
Doug is passionate about employee retention and believes strongly that employees who enjoy their careers and find fulfilment in their work are more likely to become loyal employees that remain with their organizations for extended tenures. In addition, when their needs and careers are supported, they become strong brand ambassadors advocating for the company and helping to build the team morale and strong relationships that have a positive impact on employee retention. Doug believes that there are three core focuses to strong employee retention: cultivating engagement drivers, creating rewarding work experiences, and building a career development plan for every employee. Ultimately, this also contributes to business success through employee growth and development as well as reduced turnover costs and loss of knowledge and skills. For the past 30 years, Doug has served in roles from Supervisor to President, overseeing production, quality control, sales and marketing, administration, distribution, and fulfilment. He has successfully overcome the many challenges involved in building loyal, high-performance teams. Doug believes that mid-level managers are the crucial link between the employee and the organization and in the strongest position to ensure the employees career needs and expectations are met.