New Tools Available to Help Improve Employee Retention and Reduce Employee Turnover

Share Article, an Amherst, NY human resource consulting firm, introduces two new tools to help companies reduce employee turnover., an Amherst, NY human resource consulting firm, introduces two new tools to help companies reduce employee turnover. These tools help to quickly and economically assess turnover risk in an organization, and help determine which employees will stay. The tools were created by Joel Goldberg, Ph.D., a nationally recognized expert in employee retention, who began researching the subject at Harvard University in the 1980’s. In addition to these proprietary new tools, the firm offers a full range of employee retention consulting services, including employee satisfaction surveys and an exit interviewing system. The company helps clients find solutions to its employee retention problems. Their customers include large and small corporations, professional firms, and non profit organizations.

These tools are distinct from other offerings, as they explore both the direct and indirect causes of employee turnover. While they look at the factors that cause people to leave, they also identify the factors that cause people to stay. Thus, organizations can enhance their strengths at the same time as they are reducing their problems.

The Employee Retention Assessment measures risk for turnover, and directs action once areas of concern are identified. Organizations can better understand why some employees stay, and why some employees leave, and can create measurements and metrics to track their progress over time.

The analysis identifies factors that cause retention, as well as risk areas that might cause turnover, and identifies areas of concern for future turnover.

The results help make changes prior to the development of undesirable situations.

Detailed reports can show the results by a variety of demographics such as business unit, manager, job title, job skills and tenure.

The Cultural Fit System assesses the working culture of an organization and also identifies specific highly valued working criteria of individual employees. Possibly the greatest factor that relates to turnover is the interaction between organization culture and the work values of each employee. This two-phase system starts with the Organizational Culture Survey that measures the rules of conduct that govern organizational behavior.

The survey provides an objective measurement of the working culture of the organization; the information is critical to effective motivation, retention, sustainability and profitability.

The results provide a map of the organization culture, which can be used to compare and contrast the work criteria of current and future employees.

The reports graphically illustrate the cultural elements of the organization, and allow one to easily compare between different business units and other demographics.

The second phase of the system, the Employee Values and Criteria Survey, identifies and measures the working values of employees, and their criteria for a satisfying work environment.

This system allows organizations to hire and support those employees most likely to stay with them.

The survey allows comparison and assessment of the fit of employees' deeply held values with the organization's work culture

It serves two functions: recruitment and selection, and development and motivation.

Joel Goldberg, Ph.D.



This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: on behalf of the company listed above.


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