The Treer Group Offers a New Employee Retention Program to Address Employee Turnover in the Improving Economy

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The Treer Group has developed a 7-point employee retention program employers can utilize to retain their best people as the economy continues to strengthen and the employment climate shifts from an employer’s market to a job searcher’s market.

Janet Treer, President, The Treer Group
Businesses need to take steps to retain their best people now, because research says people are ready for a change.

The Treer Group is offering a new employee retention program to help businesses keep their best people as the economy heats up and the job market becomes more competitive after eight years of stagnation. The program includes tangible steps to retain employees and minimize the impact of turnover as business improves.

“While the economy still needs to strengthen, analysts cite metrics that point to continued improvement,” says Janet Treer, President of The Treer Group, a coaching, management consulting and employee retention firm based in Lancaster, PA. “As a result, the job market is already making clear shift in the job seeker’s favor. Businesses need to take steps to retain their best people now, because research says people are ready for a change.”

Why are employees looking to change jobs? Key reasons include:

Burnout – Employees at all levels have had to do more with less. They are tired, their patience is wearing thin, and they are ready for a change.

Compensation Setbacks – Workers have had to bite the bullet. Many believe they deserve more and that now is the time to ask for it.

Lack of Appreciation – Overworked and stressed management has often neglected to let employees know just how important they are, making them feel unappreciated.

Disillusionment – Many employees are only willing to run uphill for so long before they conclude that they must move to a new company to make things get better.

Career Stagnation – People put their career aspirations on hold, unwilling to risk going a new direction when jobs were so scarce.

New Opportunities – During this time, normal attrition has not occurred. Employees will make up for lost time.

“To avoiding major employee turnover, employers must be proactive,” continues Treer. “While the fundamentals of good management are always key, now they are more important than ever.”

Treer says that the same best practices needed for a positive, healthy work environment in good times are essential to increase workplace satisfaction and employee retention in challenging times. Taking the right action often costs little or nothing to implement, but they can make the difference to workers.

The Treer Group’s approach includes seven key actions that can improve employee satisfaction and minimize unwanted turnover:

1. Create Urgency – make employee retention a management priority
2. Adjust Compensation – review and revise as appropriate
3. Invite Employee Involvement – people support what they contribute to
4. Set Clear Expectations – of employees and management
5. Say Thank You – sincerely and frequently
6. Improve Communications – be open, honest and do it often
7. Utilize Assessment Tools– identify issues for employees and the organization

Treer stresses the importance of acting now, before losing valuable employees. She also suggests getting professional help in performing valid assessments of the company, its employees and their attitudes.

Read Janet Treer’s article: Employee Retention in an Improving Economy

About The Treer Group:

The Treer Group provides coaching, assessments, tools and guidance to help organizations and individuals identify areas in need of improvement, discover practical solutions and implement long-lasting change that comes from within. Janet Treer, President, founded The Treer Group in 2007.

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The Treer Group
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