Part One of a Three Part Series Published by ERExchange.com Imagine a male colleague of yours coming to you for advice on how to save his troubled marriage. He shares his strategy: “She’s thinking of leaving me, so I’ve got to find the perfect present that will make her want to stay. I’m thinking Caribbean vacation or maybe get her a Miata … Do you think either of those would be the ticket or is there something that would...

Part Two of a Three Part Series Published by ERExchange.com In the first part of this article, we discussed why retention strategies based on “goodies and gimmicks” are misguided and how such approaches are also not the key to increasing morale or becoming an employer of choice. Instead, becoming an organization that attracts and retains the best employees, requires basing strategies on essential human needs that, when ful...

In the first two segments of this article, we explored how understanding and satisfying core human needs in the workplace is a far more effective strategy than bribing employees with goodies and gimmicks. In the second segment of this article, we explored four critical human needs that influence employee retention: Pride in One’s Work and Employer Work That Has Meaning Understanding The Goal and One’s Role To Be a Playe...

Reprinted from ERExchange.com Whether or not Employer Branding becomes yet another flavor of the month fad depends in large part on whether it is seen as a technique for luring talented people through the door, or whether it is seen as a comprehensive, integrated approach to, first, being an Employer of Choice, and then communicating this in a compelling way. Companies who get this are exponentially more effective at recru...