Various groups within whole organizations
8-26 weeks for the entire program. Management workshops require 2-3 days.
Who is a Key Employee? The ones who are difficult to be replaced due to critical institutional knowledge, skills or experience they possess. They represent advantage over the competition for the Company. Loosing Key Employees creates high risk, as the replacement is too expensive, takes long time or almost impossible.
Our Key Employee Retention Program is a long-term solution with immediate effects on key people. It includes a thorough process of seven key steps that incorporate all necessary planning, execution, aligning and follow-up activities to establish and sustain this as system in the long run.
This carefully planned and implemented process enables the organization to systematically maintain and reinforce the competitive edge they have through their key employees. To increase the motivation and engagement level of these people, to manage knowledge transfer adequately and in due time, and to put succession plan in place for any eventual situation. Thus, the business risk that is caused if a key person leaves the company will be significantly reduced.
The program starts with the alignment of a key employee criteria set to be able to identify those colleagues who require special attention from the management. For the selected people we define the needed retention steps and responsibilities in the Key Employee Matrix. With the systematic execution of the steps we can ensure both the retention of key employees and the enablement of potential successors.
Key Employees are detected in the organization and assessed in a sophisticated way to be able to identify their willingness to leave, their motivators and some other criteria As a result of the program their engagement will be higher, attrition drops and the probability of losing knowledge is eliminated A detailed succession plan is a practical outcome of the project for management and HR The execution happens in co-creation with the involvement of HR and top management. We provide all the necessary templates needed and useful benchmarks from other organizations Continuous support provided during the whole process with some re-assessment of success.
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If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
“How happy are you at work?” A simple, but powerful question, which can expressively indicate the well-being, and thus the current level of engagement of our employees. Especially if it is regularly asked and monitored over time.
The various business benefits that are brought by high employee engagement at a company has been widely discovered, therefore the topic of engagement has become one of the most significant focus areas to explore and improve. You cannot, however, improve employee engagement without knowing where your company stands.
Our world is undergoing rapid changes in many arenas. Our customers are getting more powerful and make demands which have not been seen before. They want to be served through various channels, they want to get things done fast, seamlessly, without efforts. Customer Experience is a key differentiator in today’s business
Highly engaged business units have 12% higher customer advocacy, 18% higher productivity, and 12% higher profitability (source: Gallup). It is not a question any longer that highly engaged workforce is a differentiating factor. But driving engagement isn’t easy and requires a sophisticated approach.
The onboarding period and the impressions gathered by a newcomer set the tone for the entire employee-employer relationship. The onboarding experience can ultimately determine if that relationship will be fruitful or painfully short. Loosing talents during the probation period is a real risk for every company.
In response to today’s challenges, more and more companies decide to solve their corporate training programs on their own, with the help of internal trainers or online courses. However, there might be a lack of competence or capacity for a particular topic or a new skill.
Talents – who are productive, high performer employees with high potential – are the future of all organizations. It is vitally important to keep them at the organization and essential and worthwhile to develop them in a conscious and engaging way.
Companies should retain the most important colleagues and at the same time decrease the dependency on them. Our Key Employee Retention program helps detect those employees who has crucial role, and define related actions. The proper execution of tasks supported by us eliminates business risks for the organization.