{"id":4475,"date":"2015-05-09T13:00:14","date_gmt":"2015-05-09T20:00:14","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=4475"},"modified":"2015-05-09T13:01:36","modified_gmt":"2015-05-09T20:01:36","slug":"employee-retention-who-brings-value","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/employee-retention-who-brings-value\/","title":{"rendered":"Employee Retention: Who Brings Value"},"content":{"rendered":"

\"employee<\/a>Public agencies across the United States are facing a silent threat.<\/em><\/strong><\/p>\n

As budget cuts are implemented and benefits are slashed, employees are considering their options. Working for a public agency isn’t what it used to be and employees know it. The greatest threat to organizational viability is the loss of talent that will inevitably come as the economy offers our best employees other opportunities. Now is the time to focus on retaining those staff members who bring the most value to your organization.<\/p>\n

You may think that retention is a human resources issue. The reality is that employee retention and motivation are essentially individual activities, driven by supervisors and managers. Retention is a one-on-one effort, rather than a group activity. And, while enterprise-wide initiatives like compensation studies and benefits analyses will create an environment that makes retaining employees easier, it still comes down to how the employee feels about working for you, their leader.<\/p>\n

What can you do to impact employee retention? <\/em><\/strong><\/p>\n

Rather than guessing what keeps them happy, why not ask them? There’s never been a better time for government leaders to engage employees in a dialogue about what keeps them motivated. And it’s easy… In a monthly or quarterly meeting with each employee, that doesn’t need to last more than 15 or 20 minutes, ask questions like:<\/p>\n