Leadership Training: Management Class - Retaining Key Employees

The Leadership Training Institute offers seminars that teach participants to confidently use proven methods of management leadership to lead people and help them plan, organize and control their work assignments. Seminar participants will also learn to use resources made available to them more effectively.

On-Site Seminars: can be tailored to the needs of client organization and delivered on-site at time and location of client choice.

Seminar Objectives:

At the 90-day post-seminar assessment, participants will have:

Demonstrated (on the job) an understanding that the intuitive style of leadership (self-centered, directive) will only work in special circumstances and will have made noticeable improvement in working themselves toward a management leadership style (participatory, empowering)

Spent more time "leading and managing" and less time "doing"

Used the action planning process to plan and implement at least one important initiative that has a positive impact on business results

Used the decision-making technique on the job to arrive at sound decisions that have or will have a positive impact on business results

Demonstrated greater ability to function in teamwork situations

Developed and successfully used a system of control by exception

For more information and pricing, please complete this form

Management Class - Retaining Key Employees

Even in today’s economy, companies and management need to focus on getting and keeping good employees. In fact, with the workforce getting smaller, it is more important than ever to retain the most productive, team-oriented, creative employees. Goog management is key to making a satisfied work force and retaining the best people.

Key Management Factors in Creating Job Satisfaction in Key Employees

Eliminate boredom. Many people move on simply because they have lost interest in doing the same thing every single day. Involve them in new and interesting projects. Ask for their input on improving processes. Send them for training in new software or other work-related practices.
Communicate! Don’t leave them guessing about what you’re thinking and doing, as well as what the company’s plans are, its financial status, and any projects under consideration.
Reward special efforts. If you respond the same way to special and intense effort as you do to day-to-day work habits, you will take away their self-satisfaction at going above and beyond the norm.
Compensate according to skills and creativity, so they’ll know the company is fair and recognizes excellence. You’ll end up with excellence.
Talk to them. Be involved with them and the parts of their lives that have nothing to do with their jobs. Are they having difficulties? Did they enjoy their weekend? What do they like to do in their free time?

Does the team work well together? If not, management should uncover the reasons behind this and eliminate them. Nothing kills job satisfaction like a team that doesn’t “fit”. Nothing does more to guarantee successful project development than an enthusiastic and well-integrated team under good management.

Source: Barbara Brenner link

Related: Management Class