Success factors for employee retention and employer attractiveness

Consequences of low/high employee retention

• Arguments for internal company persuasion.
• Securing viability and competitive strength.
• Impact on commitment and company performance.
• Benefits for attractiveness as an employer and recruiting.

Approaches for optimal employee retention

• Business management and psychological aspects.
• Analysis of the degree of binding of employees.
• Strategic management of fluctuation.
• Analysis of performance and potential.
• Design of employee surveys to increase loyalty.

Retain and win over important target groups

• specialists: Employees with skills critical to success.
• Shortage of skilled workers and labor shortages.
• Key employees: Strategically important functions.
• High performers, high potentials and talents.

The best measures for employee retention

• The best measures for employee satisfaction and enthusiasm.
• Effective tangible and intangible measures.
• Structural and individualized bonding measures.
• Organization of working hours, place of work, working environment.
• Effects of work organization, home office and work-life balance.
• Specialist careers and management careers as retention tools.

Image and attractiveness as an employer

• Employer of Choice: The path to becoming an employer of choice.
• Importance of remuneration and benefits.
• Recognize strengths, build an employer brand.
• Image as an employer, name recognition and public image.
• Innovative employer branding, personnel marketing and recruiting.

The role of managers

• Transparency of goals, tasks and expectations.
• Appreciation, participation and feedback.
• Employee loyalty on an individual level.
• Shaping the working atmosphere, team atmosphere, working climate.

Practical case of a typical company situation

• Structured process model in concrete application.
• Dealing with resistance.
• Measurement of project success.

Optimization of own concepts

• Own situation, goals and options for action.
• Company-specific tailoring of the packages of measures.
• Responsibility of company management, executives and HR.