Engagement and Retention

Love ‘Em or Lose ‘Em: Engaging and Retaining Talents


Every leader’s contribution to the organization’s mission and strategic goals is highly correlated to his or her ability to retain, engage, and develop talented, highly skilled, knowledgeable people.

Today’s leaders are expected to build a work environment in which their key employees thrive, constantly learn, and give their discretionary effort to their organization.  The most successful executives know that if their organization is to be productive and competitive, they must not only “hang on” to good people, but also continually develop them in order to meet constantly changing business needs.  The big challenge for most leaders is how to do this in a “no-time-to-do-it” environment.

  • Engaged employees bring value to organizations, improve the organization’s competitive position and reap personal rewards from the work they do.  Their engagement, commitment and loyalty are a result of being challenged, appreciated, heard and respected.
  • Disengaged employees are the psychological casualties of talent mismanagement; only employees who leave are physical casualties.  Both drain the organization of the brainpower and commitment that is vital to ensuring productivity and profitability.

Finding and keeping talent are critical elements of an organization’s ability to improve profitability, manage costs, grow by acquisition, innovate, develop new products and services, and uncover new markets.


You will learn the compelling facts, as well as some actions, that successful leaders must take to engage, develop and retain the employees you need to survive.  By the end of the session, you will:

  • Understand the significance of key (researched-based) engagement and retention factors, other than pay
  • Identify the roles and responsibilities of leaders in the retention and engagement equation
  • Learn a few practical, low or no-cost and hands-on strategies that leaders at all leaders at all level can apply immediately.
  • Why Engaging and Retaining Talent is Good Business
  • Stay Factor Research
  • The Manager’s Role
  • Supporting Development and Growth
  • Building Relationships
  • Creating a Talent-Focused Environment
  • The Role of the Individual
For Whom:

Anyone with a direct report.

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