High levels of employee morale are critical to high levels of employee retention. This article provides 8 ways to improve morale in your organization.

The importance of retaining top organizational talent cannot be understated. With the massive baby boomer cohort just starting to approach retirement age, more and more jobs are going to become available in the near future. What this means for employees is that it is now easier than ever leave one's current position to find greener pastures elsewhere. A more attractive market for job seekers means that the switching costs of seeking new employment are no longer a significant factor in deciding whether or not to leave an organization. The days where a job seeker might spend six months to secure a new job will soon be over.

Few managers or companies would debate that employee turnover hurts their organization's bottom line. However few managers grasp the full extent to which employee turnover effects their bottom line. Hard costs such as recruiting, interviewing, and training come to mind quickly and are easy to quantify. However there are other soft costs that are more difficult to quantify, but can have a huge impact on an organization's bottom line.

Effective Succession Planning can ensure the vitality and success of your organization for years to come. Unfortunately many organizations feel that they have accomplished succession planning when they identify an individual to assume a soon to be vacant position within the firm. We call this replacement planning, and although replacement planning does play a key role in succession planning, it does not constitute succession planning in and of itself.

Most managers understand the importance of employee retention and its impact on the overall health and vitality of an organization. The importance of retaining top performers will only increase over the coming years as the massive cohort of baby boomers begin to reach retirement age making it easy for younger employees to find work.

It seems that now more than ever employee recognition and rewards are limited at best in many organizations. Unfortunately many managers don't understand the importance of recognizing and rewarding a team member's hard work and a job well done. Many might even ask why they should recognize their employees when they are "just doing their job." The truth is that recognizing employees for their hard work is one of the least expensive and easiest ways to improve the level of morale and employee retention in your organization. The return on investment for a manager's time and limited expenses can be incredible.

Efforts to improve employee retention can certainly reduce the costs associated with employee turnover. However there are other benefits these efforts can have that one might not immediately think of. Find out how Sears has enjoyed strong revenue growth thanks to a focus on employee satisfaction.

While this may seem like an odd question with an obvious answer, the truth is that not all forms of employee retention are created equal. The real goal of any employee retention plan should be to reduce unwanted turnover of highly engaged top performers. This article examines why high levels of employee retention are not always desirable and what situations this unwanted retention is most likely to occur.

One of the easiest ways to increase the levels of employee retention in your organization is to hire the right people for the right positions. This sounds incredibly basic, but it can have a dramatic impact on the level of turnover in your organization. The odds of hiring the right person for the job can be dramatically increased by using the following system.

Dogs are incredibly skilled at brown-nosing, allowing them to get away with behavior that would otherwise be unacceptable. The same holds true in the workplace. How often are employees allowed to perform below standards because they are skilled brown-nosers? What is this costing your organization? How does this make other team members feel?