Congratulations. If you are here, it is because you want to take some real and practical steps toward curbing your employee turnover and start working on employee retention. The tool we provide uses psychology and self assessment strategies to identify the root causes that may be losing you good performers. Here is a look at the unique and fresh elements of our turnover self-exam. Simply provide your email in the form on this page and you will receive this wonderful and productive tool for yourself and your management team.
This FREE checklist incorporates several innovative and fresh strategies to help managers "trick" themselves into true self-analysis:
1. 360-Degree Feedback as a Reality Check
By inviting anonymous feedback from employees and peers, managers are encouraged to confront blind spots in their management style. This method helps bypass defensive reactions by emphasizing collective, constructive insights rather than direct confrontation.
2. Daily Journaling for Pattern Recognition
The practice of recording and reflecting on daily interactions forces managers to notice recurring behaviors or communication issues. Over time, this reveals patterns they may otherwise overlook.
3. Recognition Audit for Objective Data
The "Recognition Audit" shifts focus from subjective impressions to measurable data, making it harder for managers to justify a lack of employee recognition with excuses like "I’m too busy."
4. Stay Interviews for Preemptive Insight
Unlike exit interviews, stay interviews encourage managers to explore what is keeping employees engaged or potentially driving them away before they decide to leave.
5. Employee-Led Surveys for Honest Feedback
The inclusion of anonymous surveys and suggestion boxes offers a non-threatening platform for employees to highlight issues managers might not recognize. It’s a subtle way of uncovering deeper organizational flaws.
6. Observation of Team Dynamics
Encouraging managers to watch team interactions without intervening helps them identify unhealthy dynamics or unspoken tensions. This indirect approach allows them to witness the impact of their policies in action.
7. Practical Tools That Make Data Visible
Tools like Officevibe or Culture Amp provide dashboards with real-time metrics on culture, satisfaction, and engagement, helping managers see hard-to-ignore patterns that require attention.
Using Hard Data for Work-Life Balance Analysis
Tracking metrics like overtime and unused vacation days turns subjective complaints into concrete numbers, making it harder for managers to dismiss issues related to stress and workload.
8. State of the Company Report for Transparency
Developing and sharing regular updates on the company’s goals and progress helps managers align their own vision with employee expectations, reducing the chance of miscommunication or misalignment.
9. Personalized Feedback Approaches
By recognizing that not all employees respond to the same type of acknowledgment, managers are encouraged to learn what motivates individuals. This emphasis on tailored recognition deepens connection and trust.
These strategies, developed by workplace psychologists and human resources consultants, leverage objectivity, structured feedback, and behavioral psychology to gently push owners and managers toward uncovering truths about their leadership and organizational practices. Employee retention and employee satisfaction lie just on the other side.
Provide your email below to download it for FREE now!
Table Of Contents
Article Home - Our Ultimate Guide To Reduce Employee Turnover and Increase Retention
TOC - Visit our Table of Contents Page for this engaging and dynamic series of informative articles about Employee Turnover compiled by our expert human resource consultants.
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Joseph Campagna, SPHR, SHRM-SCP is president and owner of My Virtual HR Director, a human resources outsourcing company serving small and medium sized businesses nationwide. My Virtual HR Director provides an executive level HR advisor to companies that can’t afford or can’t justify hiring a fulltime HR professional on staff.
With thirty years of experience dedicated to the HR profession, Mr. Campagna has honed his skills as an expert in compliance, talent management and employee relations. Bringing human capital management experience from start-ups, IT and biotechnology companies, employee leasing, and fortune 100 behemoths Mr. Campagna has filled his tool belt through generalist work, executive positions, and consulting opportunities with companies such as ADP, Merrill Lynch, and Johnson & Johnson. As Vice President of HR for biotech company Hemo Concepts, as well as the head of HR for the global IT solutions company, the Galaxy Group, Mr. Campagna created rich and successful organizational development and employee engagement programs.
Having worked with a diverse group of companies and clients in a broad spectrum of industries and environments, he brings a unique HR philosophy to every organization he works with. “HR is not the picnic department,” he says “but instead bears the full responsibility and the unlimited potential for a highly productive and efficient workforce. If HR systems are successful, the organization’s revenue should be increased.” From mergers and acquisitions, to IPO’s, to new product development, to divestiture Mr. Campagna has a true business background to support his HR Architecture.
Mr. Campagna is certified as a senior professional through both the Human Resources Certification Institute (HRCI) and the Society for Human Resource Management (SHRM). The HRCI designation of Senior Professional in Human Resources (SPHR) is an experienced-based examination certification. The SHRM certification is a competency based examination certification. Each is a premier designation in the world of HR and recognized by the Society for Human Resource Management of which Joe is a national member and former chapter president.
Mr. Campagna brings decades of helping small and medium sized businesses create HR structures such as employee handbooks, performance systems, talent management, training programs, and employee engagement. He knows how to deliver business results through HR aligned objectives.
Nearly 30 years of expertise and HR executive authority combined with a group health insurance license and certifications from the Society for Human Resource management and the Human Resources Certification Institute have given Joseph Campagna the guru status that has earned him leadership roles, board of director roles, and speaking engagements related to human resources.