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Soulwork Systemic Coaching: Summary

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Emotional Issues
Addictions
Anger & Rage
Anxiety
Dependence
Depression

Dissociation
Eating Problems
Emotional Maturity
Grief & Loss
Immaturity
Inner Child

Pain Control
Sadness
Stress Relief

Toxic Beliefs
Trauma & Stress
Weight Loss

 

Relationship Problems
Abuse
Affairs

Codependence
Dissolve Conflicts
Divorce
Emotional Blackmail

Enjoy Partnership
Evaluate Partners
Long-Distance Love
Love & Hate

Partnership
Past Partners
Premarital
Rejection
Sexual Issues
Soul Mates

 

Family Challenges
Abuse

Abortion
Adoption
Ancestors
Brothers & Sisters
Divorce & Children
Emotional Incest
Family Meetings
Family Secrets

Fathers & Daughters
Fathers & Sons
Learning Disorders
Mothers & Daughters
Mothers & Sons

Parental Alienation

 

Life Lessons
Authority
Bad Habits
Being Alone
Children's Challenges
Communication
Observing Feelings

Patterns in Love
Personal Growth
Quantum Leap
Self Esteem
Self Improvement
Self Intimacy
Stress & Relaxing
Therapist and Clients

 

Specialties
Chaos Coaching

Inner Conflict
Consciousness
Expert Modeling
Leadership
Learning Disorders
Mentorship

Psychobiology
Sexual Abuse
Soul of Soulwork
Systemic Management
Therapist Abuse
Training Abuse

Interview with Martyn
Disclaimer
Disclosure
Privacy
Fee, Cost, Price

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Reduce Employee Turnover

Systemic Solutions with Martyn Carruthers

Employee attrition is a costly dilemma for all organizations.
Control attrition with effective communication - build strong, high-performance teams.

Is ATTRITION important in your organization?

Employee attrition costs 12 to 18 months’ salary for each leaving manager or professional, and 4 to 6 months' pay for each leaving clerical or hourly employee. According to a study by Ipsos-Reid, 30% of employees plan to change jobs in the next two years. Do the math and discover how much your company may pay for attrition.

Although employee turnover can help organizations evolve and change, an American Management Association survey showed that four out of five CEOs view employee retention as a serious issue for organizational success. If managers know the real causes of attrition, managers can control attrition and retain employees. Each retained employee can save money and lead to better opportunities.

Why Employees Leave

Most employees leave their work for reasons other than money - and your organization can correct these reasons. Most leaving employees seek opportunities that allow them to use and develop their skills. Leaving employees want more meaning in their work ... they often indicate that they want to use their qualities and skills in challenging teamwork led by capable leaders.

  • Hourly employees notice whether they are treated with respect, have capable management and interesting work
  • Clerical employees voice concerns such as "type of work," "use of skills and abilities" and "opportunities to learn"
  • Professional employees cite concerns about "supervisory coaching and counseling," "company direction" and interesting work
  • Managerial staff cite "career growth" and "leadership" as the major factors that influence their decisions to stay or leave, together with "opportunities for management" "ability of top management" "use of skills and abilities" and "work/family balance"

Employee Orientation

Corning Glass reported that New employees who attend an employee orientation program are 70% more likely to be with the company three years later.

Mergers/Acquisitions

Lee Hecht Harrison, a HR consulting firm, advises, "More employees will leave following a restructuring than are laid-off or terminated during downsizing. This lost talent, and cost can be minimized through good communication."

Exit Interviews

Exit interviews provide an excellent source of information of internal problems, employees' perceptions of the organization, underlying workplace issues, and managers' leadership abilities.

Ineffective Managers

Employee turnover can often be attributed to poor managerial performance, low emotional intelligence and ineffective leadership. Hiring poorly selected or improperly trained managers can be expensive .

A Workforce Magazine article, "Knowing how to keep your best and brightest," reported the results of interviews with 20,000 departing workers. The main reason that employees chose to leave was poor management. HR magazine found that 95 percent of exiting employees attributed their search for a new position to an ineffective manager.

Hire attitude; Train skills

We can help you hire and inspire appropriate employees ...

  • Build positive, friendly, teamwork attitudes and commitment to customer services
  • Help new employees feel comfortable as they participate as valued team members
  • Provide periodic refresher courses to maintain team purpose and functionality
  • Apply Expert Modeling to rapidly transfer expert skills within a workforce

Reduce Attrition: Managers and Professional Employees

We can help you adjust your company vision and manager's performance reviews to reflect employee turnover, and provide mentoring and interpersonal training to inexperienced managers.

  • Develop and communicate a strong strategic vision
  • Provide relationship coaching and help people develop to their potential
  • Reward managers for their relationship skills - not only for technical know-how and financial results
  • People don’t leave jobs, they more often leave managers! Replace managers who will not develop relationship skills

Reduce Attrition: Clerical and Hourly Employees

We can help people communicate. Most employees want to know more about their work. We can explain each process and help employees understand the importance of their work. Your employees will become more knowledgeable about their effectiveness. Here are a few ways ...

  • Address staff by their first names
  • Involve employees in organizational planning
  • Update employees with technical information
  • Let employees know that their opinions are valuable
  • Titles cost little and remind employees that they are valuable
  • Compliments and thanks cost little and can bring great benefits
  • Keep employees informed - don't let them hear important news through rumors
  • Create community with activities such as informal meals or events outside work
  • Publicly praise what the employee has accomplished and say why it was important
  • Criticize privately about what the employee can do better and explain how to do it better

Attrition Control

"People" Skills for Managers

Use attrition control programs to
help keep your best people.

Provide your managers with good communication and leadership skills.

We offer effective systems coaching, coach training and mentorship.


We sincerely hope that you find our work useful. If you know someone who might benefit,
please mention www.SystemicPsychology.com or wwww.EmotionsRelationships.com.

Soulwork systemic coaching in America & Hawaii

 

Soulwork systemic coaching in England, Wales & Scotland

 
Soulwork systemic coaching in Croatia & Serbia
 

Soulwork systemic coaching in Poland

 

Solve Individual & Relationship Problems

Have You Suffered Enough?

 Where are you now? Understand your bonds, fixations and enmeshments
What do you want? Know your life goals and how you sabotage yourself
Do you feel resourceful? Develop your resources with interactive metaphors
Do your emotions block you? Manage relationship problems and mentor damage
Do your beliefs limit you? Change your limiting beliefs and end dependence
Do you feel connected? Resolve identity loss to recover your lost resources
Is your partner happy? Build healthy partnership (or separate peacefully)
Are your children healthy? Happy parents can better manage family problems
Do you want team success? Team leaders and top teams can develop together
Do you have complex goals? Specialty coaching, counseling, therapy & training

Plagiarism is theft. Copyright © Martyn Carruthers 1996-2014 All rights reserved. Soulwork Systemic Coaching was primarily developed by Martyn Carruthers
to help people solve emotional problems and relationship conflicts to achieve their goals. These concepts and strategies are for general knowledge only. Consult a physician about medical conditions and before changing medical treatment. Don't steal intellectual property ... get permission to post, publish or teach Martyn's work.