Systemic Management Coaching Systemic Solutions Relationship Management Systemic Coach Training

Soulwork America / Hawaii Soulwork Canada Soulwork Croatia / Hrvatska Soulwork Polska Soulwork Italia Systemic Solutions  Deutschland Soulwork Czech Systemic Solutions Slovakia  Training & Telephone Coaching for Managers & Leaders  Case Histories

Check Spelling

Home
Private Coaching
Coach Training
Workshops
Calendar
Humor

Systemic Coaching & Coach Training Holidays
including
Hawaii  Nepal Egypt  Croatia Czech  Poland

Please help us share this knowledge

Interview
Disclaimer
Disclosure

Telephone Coaching

Accelerated Learning
Chaos Theory
Clear Communication
Coaching Contracts
Coaching Philosophy
Code of Conduct
Compliance & Abuse
Conflict Resolution
Dependence
Difficult Employees
Downsizing
Emotional Incest
Emotional Intelligence
Evaluate Partnership
Exit Coaching
Expert Modeling
Fees & Finances
Goals & Goalwork
Human Consciousness
Human Systems
Knowledge Mgmnt
Mentorship
Organize Training
Partnership
Privacy
Private Coaching
Psych-Ops
Refugees
Select a Coach
Select Clients
Single Parents
Soul at Work
Systemic Training
Specialty Coaching
Stress Relief
Systemic Education
Systems Theory
Systemic Coaching
Training Abuse
Verbal Aikido
What is Coaching?
What Coaching Costs

The Relationship Coaching Institute

Reduce Employee Turnover

Systemic Solutions with Martyn Carruthers

Employee attrition is a costly dilemma for all organizations.
Control attrition with effective communication - build strong, high-performance teams.

Is ATTRITION important to your organization?

Employee attrition costs 12 to 18 months’ salary for each leaving manager or professional, and 4 to 6 months' pay for each leaving clerical or hourly employee. According to a study by Ipsos-Reid, 30% of employees plan to change jobs in the next two years. Do the math and discover how much your company may pay for attrition.

Although employee turnover can help organizations evolve and change, an American Management Association survey showed that four out of five CEOs view employee retention as a serious issue for organizational success. If managers know the real causes of attrition, managers can control attrition and retain employees. Each retained employee can save money and lead to better opportunities.

Why Employees Leave

Most employees leave their work for reasons other than money - and your organization can correct these reasons. Most leaving employees seek opportunities that allow them to use and develop their skills. Leaving employees want more meaning in their work. They often indicate that they want to use their qualities and skills in challenging teamwork led by capable leaders.

  • Managerial staff cite "career growth" and "leadership" as the major factors that influence attrition and retention, together with "opportunities for management" "ability of top management" "use of skills and abilities" and work/family balance
  • Professional employees cite concerns about "supervisory coaching and counseling," "company direction" and interesting work
  • Clerical employees voice concerns such as "type of work," "use of skills and abilities" and opportunities to learn
  • Hourly employees notice whether they are treated with respect, have capable management and interesting work

Employee Orientation

New employees who attend a positive orientation program are 70% more likely to be with the company three years later (Corning Glass).

Mergers/Acquisitions

Lee Hecht Harrison, a HR consulting firm, advises, "Far more employees will leave following a restructuring than are laid-off or terminated as a result of downsizing. This lost talent, and cost can be minimized through good communication."

Exit Interviews

Exit interviews provide an excellent source of information of internal problems, employees' perceptions of the organization, underlying workplace issues, and managers' leadership abilities.

Ineffective Managers

High employee turnover can be recognized and properly attributed to poor managerial performance, emotional intelligence and ineffective leadership. Poorly selected or improperly trained managers can be expensive...

A Workforce Magazine article, "Knowing how to keep your best and brightest," reported the results of interviews with 20,000 departing workers. The main reason that employees chose to leave was poor management. HR magazine found that 95 percent of exiting employees attributed their search for a new position to an ineffective manager.

Hire attitude; Train skills

We can help you hire and inspire appropriate employees ...

  • Build positive, friendly, teamwork attitudes and commitment to customer services
  • Help new employees feel comfortable as they participate as valued team members
  • Provide periodic refresher courses to maintain team purpose and functionality
  • Apply Expert Modeling to rapidly transfer expert skills within a workforce

Reduce Attrition: Managers and Professional Employees

We can help you adjust your company vision and manager's performance reviews to reflect employee turnover, and provide mentoring and interpersonal training to inexperienced managers.

  • Develop and communicate a strong strategic vision
  • Provide relationship coaching and help people develop to their potential
  • Reward managers for their relationship skills - not only on technical know-how and financial results
  • People don’t leave jobs, they leave managers! Replace managers who will not develop relationship skills

Reduce Attrition: Clerical and Hourly Employees

We can help you communicate. Most employees want to know more about their work. We can explain each process and help employees understand the importance of their work. Your employees will become more knowledgeable about their effectiveness. Here are a few ways ...

  • Compliments and thanks cost little and can bring great benefits
  • Let employees know that their opinions are valuable
  • Keep employees informed - don't let them hear important news through rumors
  • Update employees with technical information
  • Address staff by their first names
  • Publicly praise what the employee has accomplished and say why it was important
  • Criticize privately about what the employee can do better and explain how to do it better
  • Create community with activities such as informal meals or events outside work
  • Involve employees in organizational planning
  • Titles cost little and remind employees that they are valuable

Attrition Control

"People" Skills for Managers

Benefit from attrition control programs that help your company keep its best people.

Provide your managers with the best communication and leadership skills.

We offer effective systems coaching, coach training and mentorship. We train people to coach individuals, partners and teams to resolve emotional, educational and relationship challenges.


Home . Emergencies . Strategic Planning . Management Training . Humor . Fees . Privacy

Please help us share this knowledge

The Relationship Coaching Institute
 
 
Private Coaching  ...  Professional Training  ... Your Next Step
America: PO Box 675, Honaunau, Hawaii, 96726 USA

Europe: Trnsko 13A, 10020 Zagreb, Croatia
For Systemic Solutions, email us at

Hawaii
+1 808 328 9570

Ontario
+1 905 664 8844

Europe
+38 591 881 2682

Australia
+612 (Sydney)

Workshop

Systemic Coach Training  (Calendar)

Systems 1 How to evaluate relationship dynamics and recognize common entanglements
Systems 2 How to define life goals, identify blocks, resolve objections & plan for success
Systems 3 How to provide or continue goalwork using interactive metaphors and Dreamwork
Systems 4 How to dissolve the consequences of abuse and trauma, and rebuild motivation
Systems 5 How to change limiting beliefs and codependence for emotional freedom
Systems 6 How to recognize and resolve identity loss: recover lost qualities and lost skills
Systems 7 How to resolve therapist or spiritual damage and provide inspirational mentorship
Systems 8 How to coach partners to build lasting happiness and avoid partnership breakdown
Systems 9 How to coach parents to resolve family problems and to set and enjoy family goals
Systems 10 How to coach team leaders to develop teams while solving team problems
Specialty Advanced workshops and specialty training tailored to fulfill your goals and needs

Copyright © Martyn Carruthers 1996-2009 All rights reserved. These Systemic Solutions were primarily developed by Martyn Carruthers. We coach and train people to succeed by solving emotional and relationship problems. This information is for your general knowledge only. Please consult a physician about medical conditions and before changing any medical treatment. Link to our pages, but get Martyn's written permission to post or publish his work.

Sign up for PayPal and start accepting credit card payments instantly.