Employees are a company’s lifeblood, as employers invest endless hours in hiring the “right” employee for the “right” position, placing employee selection and retention at the top of both the employer’s and the HR director’s priority lists. Companies expend resources and dollars to fuel employee recruitment, onboarding, and initial training. Thus, if an employee doesn’t “work our” or isn’t the right fit, employee turnover can adversely affect:
- Position downtime, which overburdens remaining team members and has the potential to fracture team relationships.
- Team shortages, which can lead to employee burnout and absenteeism.
- Increases in employee salary expense; new hires require an estimated 18 months to recoup recruitment, onboarding, and training costs.
How We Help
URChoices packages support for employee retention through building team cohesion and fostering individual and group workforce growth and well-being.
Increase in Productivity and a Decrease in Conflict
Teamwork is a strategic choice of an organization built on team member trust and respect. When trust is absent, team communication declines and conflict erupts, to foster a lack of team commitment and accountability that leads to team dysfunction (Lencioni, 2017). Low productivity is often reflected by…
- Failure of team members to establish trusting relationships, further blocking communication.
- Failure of team members to approach others because of fear of over reliance on or conflict with other colleagues.
- Inability of team members to achieve a healthy work-life balance.
How We Help
Our trainings increase productivity by decreasing fear of conflict and building trust by providing employees with alternative ways to approach and rely on fellow team members.
Retain Valued Employees During a Life Crisis
Any employee can encounter a personal, family, health or relationship crisis. Thus, employers are at risk of losing their most valuable employees during a life crisis, a top concern of the majority of HR directors. While employers may desire to help their employees, they may fall short in mere legal compliance with mandates, such as…
- Providing employees time off, but offering no genuinely helpful or real solutions to employees during a life crisis.
- Lacking the time or resources to help employees identify problems, evaluate competing needs, or develop action plans to support crisis survival.
- Leaving achievement of healthy work-life balance unaddressed, thus, encouraging repeating current risks during future crises.
How We Help
The goal of our Coping with Crises specialized training package is to provide key life-skills training in specific, problem-related areas to equip employees to deal with events like divorce, death, unexpected or prolonged medical illness, or traumatic events. Thus, we becoe a pre-EAP resource. The Coping with Crisis training, coupled with professional referrals to resolve problems during a life crisis, while keeping them engaged with their workplace and teams helps retain employees.
Reduce Workplace Risk
Employees trust working environments before making workplace commitments. While employers strive to create safe workplaces and accountable workplace cultures, broken trust between employers-employees or employees-employees holds potential for problematic, hostile behaviors or negative employee workplace engagements when…
- Employees fail to report unusual events or activities to leadership.
- Employees avoid accountability or responsibility by failing to report unusual behaviors, (when they failed to “say something”).
- Unattended problems open into sudden eruptions of anger or violence.
How We Help
To build workforce trust and strengthen cohesion of workforce teams, all of our training packages offer individual (DiSC) and organizational (ERI) assessments to bridge existing generational divides, thus foster shared trust and respect. Communication predicated on trust compel teams to proactively respond to workplace risk.