In exit interviews, employees often claim to be leaving for career advancement or greater compensation, but what is it that makes our high potential employees consider alternatives?

Both sustained performance and personal fulfillment occur when individuals are able to use their unique potentials in their work. Performance may be stellar, but without a sense of personal fulfillment, individuals with alternatives are likely to leave.

How do we improve retention?

Through the use of a proprietary interviewing and patterning process, System for Identyfing Motivated Abilities (SIMA^®) we help the employees you want to retain delineate their unique patterns of strengths. With this increased clarity, high-potential or essential employees gain insight into how they best perform. Employees then can discuss their unique patterns with higher management. This process provides the basis for a dialogue that results in the creation of a better fit between the requirements of the job and the pattern of strengths in the individual.

In our experience, the very process of assessing unique patterns of strengths helps desirable, good employees to attain a greater sense of satisfaction. Individuals who are dissatisfied in their jobs usually are performing poorly or are in danger of being unable to sustain high performance over time. In each case, it is usually best for the organization that they leave sooner rather than later.

For whom is a retention program of value?

Retention programs can be designed for targeted individuals or for specific groups. Delivery of a retention program can be one-on-one or in workshop format depending upon the needs of the client.

Does the same thinking apply to the selection process?

Yes. Whenever an organization hires the wrong person, losses are substantial. You cannot get where you want to go with employees whose strengths do not match their positions.

Using a similar interviewing and patterning process for selection can ensure an accurate picture of the compatibility of the job itself and the candidates being considered. Your hiring decision is based on tangible data about the operating style, or motivational energies, of candidates. This approach assures productivity because people become productive when placed in positions drawing on their strengths.

How does the selection process work?

Step 1 Identifying the Critical Job Requirements

Step 2 Determining Motivational Patterns of Candidates

Step 3 Assessing the Fit Between the Candidate and the Ideal

The outcome of this consultation service is the creation of an on-going process of selection and retention of the right people in jobs where they can reach personal and organizational goals.

Please click here to determine how we can help address Retention and Selection in your organization.