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Resources Engaging the Massive Middle: HR Executives from across the country convened for an Employee Retention & Loyalty Seminar filled with Best Practices from several Fortune 1000 organizations (including Caterpillar, Constellation Energy, Experian, Fifth Third Bank, General Mills, Hilton Hotels, Mercer, Starbucks, Boeing, Hartford, McGraw-Hill, United Technologies and others). Among the topics covered was the issue of how leaders can engage and retain the massive middle (the bulk of the workforce) through a variety of both time-tested and innovative approaches. Retention White Paper: A forum for talent leaders to discuss, debate, benchmark, and collaborate on the timely topic of engaging and retaining talent was hosted by Beverly Kaye, Sharon Jordan-Evans, and Career Systems International. With 25 global leaders (including representatives from Bulgari, Burger King, Cognos, HealthFirst, Intel, JPMorganChase, Michelin, MTV Networks, Pfizer, United Airlines, the Federal Government, Volvo and Wells Fargo) they shared best practices and spoke about not just hanging on to talented people, but about fully engaging them. This report summarizes 18 key findings and best practices discussed in this 8-hour dialogue among 25 talent management professionals. Retention Drivers Report: One of the major setbacks to building a competitive, cost-effective organization is the physical or psychological loss of talented employees, and the subsequent loss of momentum, productivity and intellectual capital. After nine years and more than 15,000 responses, certain factors clearly and consistently surfaced as the top drivers to engaging and retaining talent. What they really want hasn't changed. The top three retention drivers are the same today as they were at the last peak in the tight labor market in 2000: exciting work and challenge; career growth, learning, and development; working with great people and relationships. Organizations can and must build cultures that engage and retain talent, even in an uncertain economy. Leaders must realize that yesterday's business downturn created an artificial calm in the war for talent. Update coming soon!
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