If you need a strategic partner for workplace challenges and opportunities -- or, just need to bounce ideas off someone -- your local OI Partners office can help! Call 1-615-522-5241 or click here . You also can visit us at www.oipartners.net.

Each year at the SHRM Conference and Exposition, OI Partners conducts a survey to determine the areas of highest concern to HR professionals. Consistently, conference attendees have ranked "retaining top employees" as one of the top two responses (with "succession planning" as the other response). And with a number of published reports that have emphasized the issue, clearly, retention is high on the minds of HR professionals and corporate leaders. This newsletter issue gives added thought to the topic, with some ideas for how you can manage talent retention in your organization.

If retention is a concern for you and you need help managing it or just want to bounce ideas off of us, please contact us at 1-800-232-5285 or contactus@oipartners.net.

Sincerely,

OI Partners

Four Reasons Managers and Executives Stay: Observations of a Seasoned Executive Coach

I observe closely when I have the fortune of working with a high-functioning team. They know how to have tough conversations, but there is collaboration, good-natured teasing and ability to figure out what really matters. I have noticed four patterns these teams have in common that make people want to hang around for a long time.

The Four Cultures of Employee Retention

Organizations with high rates of employee retention concentrate on creating four distinct cultures that keep people focused on the organization and its goals. Here, we explore these four cultures and recommend practical strategies for developing these cultures in your workplace. Effective retention cultures include an intense focus on choice, balance, development and care.

Emotional Intelligence - Increasing Retention

Negative emotions can be like a stealth virus that drains both financial and human resources from your company. The key to preventing an outbreak of this virus at your company is an emotionally intelligent retention strategy. This is not about "program of the month" or "Bring Your Pet to Work Day," or "Anniversary bonuses," and it will require more than a fair compensation package.

Mom and Dad Were Right: Retaining the Gen Y Worker

Generation Y workers are critical to the success of today's workforce because of their education, energy and confidence. Yet, surprisingly, Gen Y's biggest influencers are their parents and grandparents. Consider how your organization can show parents or grandparents (even a spouse if appropriate) the opportunities your organization is offering to this key generation.

Employee Retention for New Hires

For many organizations, turnover is greatest in the first 84 days. But there are some simple things you can do to increase the chance of employees making it through that probationary period.