Leaders can hold onto great people with these five employee retention strategies. During times of turnover, you want to make sure employees feel good about where they are, have a feeling of organizational direction, and believe they can still grow professionally in their position. But often, these things are lost during busy days.
In this episode of our Quick Leadership Tips series, you’ll learn how to make your businesses as attractive as possible to your employees. Some of the things you will learn include:
1. Why you may want to think about paying people more money and what to do if you can’t;
2. How you should share information about the future of the business;
3. Why it’s important for employees to be encouraged to talk about their goals;
4. How your knowledge and network can be a retention superpower;
5. Why you may want to shake up your recognition program;
6. And a bonus tip in addition to the five employee retention strategies.
Let’s Make a Memorable Meeting!
And while he loves to be on stage, Ken is no stranger to the world of virtual presenting. After all, he spent more than a decade in TV news, where you are presenting directly to a camera lens and have to connect to an audience you can’t see. Ken also believes an engaging and productive virtual presentation needs to be fast paced, include audience participation, and be customized to the organization. It’s okay to have some fun too, especially when you’re taking about serious topics like being busy or effective. And Ken can also serve you as a Master of Ceremonies.
About Ken Okel
As a motivational keynote speaker, Ken Okel works with leaders and organizations to boost productivity, performance, and profits. At conferences, conventions, and company meetings, he engages leaders with new ways to help meet the challenges of a changing workplace. To see a sample of his keynote and workshop presentations, visit the videos page on his his website. When it comes to challenges, he’s been there, having worked in TV news, disaster relief, and professional ballet.
