MANAGING FOR RETENTION Listen to employee suggestions

							MANAGING FOR RETENTION
Listen to employee suggestions
No one knows a job better than the fully trained person who’s doing it. Here is an exercise to
improve performance and boost morale, which in the end may help retention. Ask your staff
members to develop two separate lists:

   First list: Five things about their jobs that are dissatisfying, nonproductive, or in their opinion
do not need doing.

    Second list: Five things they could do that would add value to their jobs, but that they have
either been told not to do, do not have time to do, or they have never suggested because they did
not feel their idea would be well received.

Review the lists thoughtfully; discuss them with whoever else you feel you should consult. Most
importantly, provide specific feedback to each employee. As an example, you may be able to give
your employee the good news that one item on the list may be discontinued, while two items must
be continued due to reporting requirements, and the final two suggestions are worth discussing
again. Likewise, the second list may provide some valuable suggestions/ideas and you may be
able to give the employee the go-ahead to start working on one of the suggestions immediately.

The important thing is to talk to your employees and listen to what they have to say. Be open to
employees’ ideas and suggestions and involve them in decision-making. An effective supervisor
will unleash employees’ energy and enthusiasm; research shows that good communication is
essential in making the employer-employee relationship successful.

Rosemary Leb, OHR/Employee Relations
Adapted from Partnering for Performance (AMACOM:New York)