Employee Growth Strategies and Turnover Solutions

If you want to boost your team’s growth, start by investing in your managers. Gallup’s recent article “Addressing the Barriers Blocking Employee Development” reveals a striking reality: in 2024, less than half of U.S. employees participated in any training for their current role. And the reasons? It comes down to leadership gaps and organizational constraints. Here’s what’s really eye-opening: Managers are often the barriers to learning—not the enablers. Only 44% of managers worldwide receive any formal leadership or management training—and those who don’t are more likely to be disengaged. When managers don’t support their team’s development, it’s the strongest predictor of turnover intent. On the other hand, managers who receive quality development are less likely to disengage and are more effective coaches and leaders. When they model learning, their team members are far more likely to grow too. This is exactly why I’ve dedicated my life’s work to supporting managers. Because when managers are equipped to lead with clarity, confidence, and compassion, everything changes—for them and for their teams. Helping managers become great leaders isn’t a “nice to have.” It’s a strategic lever for performance, retention, and culture. When managers are empowered to coach, communicate, and create space for growth, organizations don’t just function—they flourish. Here's what you can do: - Offer and take advantage of opportunities formal leadership training, coaching or certification. - Provide or ask for access to external courses, mentorship, or stretch projects. - Carve out time within work hours for real development. Make learning part of the job, not an extra. - Set clear expectations and goals for development, coaching & feedback rhythms. How are you investing in your managers or team members right now—and what could learning look like for your team if you truly made it a priority? #LeadershipDevelopment #ManagerTraining #EmployeeGrowth #TalentRetention #GallupInsights #PeopleFirstCompanies

Retaining top-performing employees is crucial for long-term success in any organization. While factors like work-life balance and a positive work environment are important, there are other strategies that can be implemented to ensure employee satisfaction and commitment. Every person on your team might have a different motivator so implementing all or several of the strategies below will increase your chances of employee retention: 1. Invest in Career Pathing and Growth Opportunities: Provide a clear roadmap for advancement within the company. Offer opportunities for continuous learning, upskilling, and professional development. This allows employees to envision a promising future with the organization. 2. Recognize and Reward Excellence: It is important to regularly acknowledge and celebrate the achievements of top performers. Include things like work anniversaries, personal achievements, and milestones. This can be done through personalized shout-outs, rewards, or bonuses. Recognizing their hard work shows that their efforts are valued and appreciated. 3. Foster Empowerment and Autonomy: Give employees the freedom to take ownership of their projects and decisions. Empowering them fosters a sense of responsibility and pride in their work, increasing their commitment to the organization. 4. Maintain Open Channels of Communication: Encourage open dialogue and feedback. Employees should feel comfortable sharing their thoughts and opinions, as their contributions can shape the company's success. This also helps in identifying areas for improvement. 5. Implement Mentorship and Leadership Programs: Establish mentorship initiatives to facilitate knowledge transfer and skill development. Such programs create strong bonds and a sense of belonging within the organization. 6. Provide Challenging Projects and Responsibilities: Assign projects that align with employees' strengths and aspirations. Engaging and challenging work keeps them motivated and less likely to seek opportunities elsewhere. 7. Offer Competitive Compensation and Benefits: Stay updated with market standards and provide competitive compensation packages. Additionally, comprehensive benefits beyond salary, such as healthcare or retirement plans, are crucial for attracting and retaining top talent. 8. Focus on Continuous Feedback and Improvement: Regularly assess and improve employee retention strategies based on feedback and data. Adapt and evolve to meet changing expectations, ensuring that employees feel heard and valued. Remember, your employees are an investment, and it is essential to prioritize their satisfaction and growth within the company. By creating an environment that nurtures top talent, you not only retain valuable team members but also save on job ad and recruiting costs in the long run. #EmployeeRetention #InsuranceIndustry #LongTermSuccess #TopPerformers #EmployeeEmpowerment  

Is your organization challenged with low employee engagement and high turnover? 🚩 As a CEO, VP, HR Director, you know the pain of having to constantly search for new talent. You've tried everything to fix it, but nothing seems to work. Here's the truth: The root cause isn't a lack of skills or experience. ➝ It's something missing within the culture. Leadership isn't about having all the answers or being the smartest person in the room. It's about empowering others and building success together. Here are 17 strategies to reduce turnover and keep your top-talent: 1. Tracking turnover metrics to identify trends 2. Providing competitive pay and benefits to show you value every person 3. Recognizing and rewarding performance to motivate your team 4. Creating a positive work environment that fosters open communication and teamwork 5. Offering work-life integration through flexible arrangements and paid leave 6. Investing in employee training and development to help them grow 7. Providing clear expectations and feedback to guide performance 8. Engaging and empowering team members to contribute ideas and make decisions 9. Building an inclusive culture that celebrates diversity 10. Promoting from within to create career paths and succession plans 11. Redesigning jobs to play to team members' strengths and prevent boredom 12. Hiring the right people who fit your culture and values 13. Onboarding and orienting new hires to set them up for success 14. Managing poor performers with training, improvement plans, and tough decisions 15. Conducting stay interviews to understand why team members stay and what needs to improve 16. Analyzing exit survey data to uncover turnover reasons and develop proactive retention strategies 17. Nurturing future leaders through stretch assignments, coaching, and mentoring If you're a leader who wants to create a thriving culture that attracts and retains top talent, let's chat about how the Leaders SUCCEED Together program can help. DM me to learn more. 📩 – If you enjoyed this, repost it to your network. ♻️ And follow me (Angela Crawford) for more content. Remember, Leaders SUCCEED together.

In the security sector, employee turnover is a serious problem that affects both operations and service quality. I recently came across some thought-provoking figures that illustrate the difficulties we face: Among the roughly 1.2 million professionals in our field, the turnover rate is 34%, whereas the national average is 47.2%. This high rate of turnover begs an important question: How can we lower turnover in our Guard Force without sacrificing accountability? It's a careful balance because providing our clients with excellent service depends on upholding high standards of behavior and performance. High turnover is frequently linked to problems with leadership, which implies that hiring practices are more concerned with filling positions than building a solid, trustworthy staff. While leadership undoubtedly contributes to retention, we also need to uphold unambiguous standards and expectations around conduct, output, and attendance. Going ahead, I think dealing with turnover calls for a diversified strategy: Invest in Training and Development: Offering opportunities for ongoing education and career advancement can increase staff dedication and engagement. Improve Workplace Culture: Creating a welcoming and inclusive atmosphere encourages loyalty and lowers attrition. Improve Recruitment Techniques: Pay attention to selecting people who share our values and have the potential to be long-term successful employees. Acknowledge and Reward Excellence: Giving credit for outstanding work encourages teamwork and strengthens accountability. Regular feedback and communication: Establishing trust and strengthening accountability are achieved through having open channels for constructive discourse and feedback. Through proactive measures to improve job happiness and professional growth, we can maintain the high standards that characterize our services while having a beneficial effect on turnover rates. Let's work together to strategically handle this problem and guarantee a robust and responsible Guard Force. #SecurityIndustry #EmployeeRetention #WorkforceDevelopment #LeadershipDevelopment #ProfessionalStandards #AccountabilityMatters #EmployeeEngagement #SecurityServices #BusinessOperations #WorkplaceCulture #CareerDevelopment #HRStrategies #securitymanagement #security #lossprevention

Have you heard this story about the CFO and CEO? The CFO asks the CEO, “What happens if we invest in developing our people and then they leave?” And the CEO says, “ What happens if we don't, and they stay?” Great point, right? 𝗬𝗼𝘂𝗿 𝗯𝗲𝘀𝘁 𝘁𝗲𝗮𝗺 𝗺𝗲𝗺𝗯𝗲𝗿𝘀 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 𝗮𝗻𝗱 𝗴𝗿𝗼𝘄. That's why training and development motivate them. Not only does it motivate them, but it yields a high return for your business to the tune of a 353% ROI for each training dollar invested, according to an Accenture study. 𝗦𝗼, 𝗵𝗼𝘄 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗶𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗶𝗻 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗺𝗲𝗺𝗯𝗲𝗿𝘀 𝘁𝗵𝗶𝘀 𝘆𝗲𝗮𝗿? Here are seven ideas: 🔶 Provide 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗺𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝘀 to help potential leaders within your team develop the skills needed to take on more significant future roles. 🔶 Create opportunities to 𝗹𝗲𝗮𝗿𝗻 𝗻𝗲𝘄 𝘀𝗸𝗶𝗹𝗹𝘀 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗰𝗿𝗼𝘀𝘀-𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 by putting members in a different role, team, or project within the company. 🔶 Invest in "𝘀𝗼𝗳𝘁 𝘀𝗸𝗶𝗹𝗹𝘀" 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁, such as communication, problem-solving, time management, and emotional intelligence, to enhance effectiveness and teamwork. 🔶 Provide 𝗽𝗿𝗼𝗷𝗲𝗰𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 to help high performers plan, execute, and lead projects more effectively. 🔶 Sponsor attendance at 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗰𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀, 𝘀𝗲𝗺𝗶𝗻𝗮𝗿𝘀, 𝗮𝗻𝗱 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀 to expand their knowledge and connect with professionals in their field. 🔶 Help team members improve their 𝗽𝘂𝗯𝗹𝗶𝗰 𝘀𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗮𝗻𝗱 𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 𝘀𝗸𝗶𝗹𝗹𝘀, which can be valuable for client meetings and internal presentations. 🔶 Pay for 𝘁𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗰𝗼𝘂𝗿𝘀𝗲𝘀, 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀, 𝗼𝗿 𝗰𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 related to their specific job roles or industry to keep their skills up-to-date and relevant. What other suggestions do you have for investing in the development of your team members? ********** Hi, I'm Sonita Reese, your Chief Encouragement Officer. After making too many destructive work-life tradeoffs in my corporate career, I jumped off the bullet train to burnout. Now, I share fresh perspectives on leading, teams, and work-life harmony. 🔔Follow me to get notified of new posts #TeamThursday #entrepreneurship #leadership #teamleadership #visionaries #worklifeharmony #worklifeintegration #genx

Recruitment Talk  Are you prepared to GROW/SCALE your business? What used to be common practice by most food manufacturers, is not so common anymore! I’ve noticed many Food, Beverage & Ingredient Manufacturers are failing to create “meaningful” SUCCESSION PLANS to help scale their business as they grow and expand without creating headaches, roadblocks and slowdowns because of lack of talent internally, forcing the organization to always go outside the organization to fill the role. (This keeps me in business so I shouldn’t be complaining but I understand there needs to be a good balance) Companies need to start investing in Employee Development more frequently so employees are ready to “step-up” and assume a new expanded role when needed. In a fast-paced segment like food, beverage & ingredient manufacturing, investing in employee development is crucial for both retention and performance. Provide ongoing training and opportunities for career advancement to attract top talent and keep your team motivated and engaged. Offer cross-training programs that allow employees to gain new skills and broaden their knowledge base, ultimately contributing to a more versatile and resilient workforce. Additionally, recognize and reward high-performing employees to foster a culture of continuous improvement and loyalty within your organization. You won’t always be prepared to promote internally for every opening but with proper succession planning, training, cross training and career development you can reduce the need to always go outside the company to fill key roles, save recruiting costs, increasing employee morale and decreasing turnover etc.  It’s a win-win scenario and will pay dividends long term. Your comments are always welcomed! www.foodemployment.com

As an experienced recruiter in the food manufacturing sector, I've noticed a recurring theme when passive candidates take my call: 𝒎𝒂𝒏𝒚 𝒑𝒓𝒐𝒇𝒆𝒔𝒔𝒊𝒐𝒏𝒂𝒍𝒔 𝒇𝒆𝒆𝒍 𝒅𝒊𝒔𝒄𝒐𝒏𝒏𝒆𝒄𝒕𝒆𝒅 𝒇𝒓𝒐𝒎 𝒕𝒉𝒆𝒊𝒓 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒓𝒔' 𝒑𝒓𝒊𝒐𝒓𝒊𝒕𝒊𝒆𝒔. They often express concerns that their contributions and insights are not fully recognized or valued, impacting their job satisfaction, productivity, and morale. Bridging this gap is crucial for fostering an engaged and motivated workforce. Here are some effective strategies: 1. 𝐑𝐞𝐠𝐮𝐥𝐚𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Establish open lines of communication through regular meetings, updates, and feedback sessions. 2. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧: Implement programs to recognize and reward hard work and contributions. 3. 𝐈𝐧𝐯𝐨𝐥𝐯𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐌𝐚𝐤𝐢𝐧𝐠: Include employees in decision-making processes related to their roles or departments. 4. 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: Invest in training, mentorship programs, and career advancement opportunities.  5. 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Share company performance, challenges, and successes to build trust.  6. 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐌𝐞𝐜𝐡𝐚𝐧𝐢𝐬𝐦𝐬: Create channels for employees to voice concerns, suggestions, and ideas. If you’re looking to increase your retention rate, companies should create a more cohesive and motivated workforce, driving both individual and organizational success. #communication #recognition #employeeretention #foodmanufacturing #foodandbeverageindustry #talentacquisition Miller Resource Group

“People work for people – they do not work for businesses” The message is so simple, full of truth and direction, yet it is consistently ignored by human resource departments, managers and owners alike and they wonder why their turnover is so high or they are always having to look for new people. The problem is with the managers – and seldom the employee or the quality of the workforce. I don’t think this happens on purpose, most managers I meet have never been taught the art of developing people. Many rose to the rank of managers simply because they outlasted the last one and this lack of people training leaves the new manager with the only experience they know – to mimic the old boss. This does make perfect sense when you think about it. All I should have to do is mimic the actions of the outgoing boss or the one above them. It should not come as a surprise when we see our managers yell or threaten their employees, make promises they won’t keep, or lead by the old adage “Do what I say and not what I do” failing to set the example or even clearly give expectations. After all, that is what the old boss did. Bosses who fail to really care will always have high turnover rates. You have a responsibility to continually challenge and grow that person. Failure to do so and your once talented employee will become bored and grow complacent. Keeping your word and your commitments tells the employee everything they need to know about you and the type of person you are and if they can trust you. Find out what those passions are and work towards giving them challenges that fill their passionate needs. It just may surprise you what they can do when you let them out of that little box you have kept them in.

𝗞𝗲𝗲𝗽𝗶𝗻𝗴 𝗦𝘁𝗮𝗿𝘀 𝗶𝗻 𝗬𝗼𝘂𝗿 𝗚𝗮𝗹𝗮𝘅𝘆: 𝗧𝗵𝗲 𝗡𝗲𝘄 𝗙𝗿𝗼𝗻𝘁𝗶𝗲𝗿 𝗼𝗳 𝗛𝗥 𝗧𝗲𝗰𝗵 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 Think again if you believe the pinnacle of HR technology is in recruitment. The real game-changer? Retention. In a landscape where attracting top talent is just the tip of the iceberg, the most groundbreaking HR technology shifts focus from hiring to holding onto your star players. Why? Because the true cost of turnover extends far beyond the hiring process. It's the lost knowledge, the diminished team morale, and the time it takes for new hires to reach peak productivity that truly impacts the bottom line. Innovative HR tech now prioritizes employee engagement, wellness, and career development tools. These aren't just perks. They're strategic investments in a company's future. By understanding and addressing the diverse needs and aspirations of employees, businesses can unlock unprecedented levels of loyalty and productivity. Imagine technology that can predict when an employee feels disconnected, offering personalized solutions to re-engage them. Or systems that identify and nurture internal talent, creating clear pathways for growth and advancement. This is where the future of work is heading. Let's shift the conversation from finding the right people to keeping them. Because in the race for innovation, a company's most valuable asset isn't its technology—it's its people. 𝗥𝗲𝘁𝗮𝗶𝗻 𝘆𝗼𝘂𝗿 𝘁𝗼𝗽-𝗻𝗼𝘁𝗰𝗵 𝗽𝗲𝗼𝗽𝗹𝗲 𝗯𝘆 𝘂𝘀𝗶𝗻𝗴 𝘁𝗵𝗲 𝗹𝗮𝘁𝗲𝘀𝘁 𝘁𝗼𝗼𝗹𝘀 𝗽𝗿𝗼𝘃𝗶𝗱𝗲𝗱 𝗯𝘆 𝗵𝘁𝘁𝗽𝘀://𝘄𝗲𝗯.𝗵𝗿 Engage with your thoughts below. How is your organization using HR technology to not just fill positions, but to fill them for the long haul? #HRInnovation #EmployeeRetention #FutureOfWork #EngagementEvolution #WorkplaceWellness #CareerGrowth #TechTalentRetention #StrategicHR #PeopleFirst #RetentionRevolution