👉 22% of workers blame toxic cultures for work stress.

👉 25% of employees have experienced some form of harassment in the workplace over the last year.

👉 Toxicity contributes 10.4 times more than other factors leading to increased employee turnover.

Infusing cohesion into a work culture is one proven method to reducing toxicity and retaining employees. With the presence of cohesion, employees feel a greater sense of belonging and inclusion. Creating an inclusive environment is extremely important as it's the number one reason a person leaves employment aside from promotion or life events. The importance of the supervisor-employee role cannot be overstated, as the supervisor makes or breaks the belonging cycle that involves inclusion.

Learning to think from inside and outside the organization

This is Blog Post #6 in my Cohesion CultureTalent Retention Model newsletter series. If you haven't already done so, click to read thefirst,second,third, fourth, and fifthin the series.

I hope you have enjoyed reading my Talent Retention Model Series. This comprehensive framework is designed to help organizations cultivate a cohesive culture that attracts, retains, and develops top talent. The model is built on the premise that a strong, unified organizational culture is key to employee satisfaction and long-term success.

This is Blog Post #5 in my Cohesion Culture™ Talent Retention Model newsletter series. If you haven't already done so, click to read the first, second, third, and fourth in the series.

I hope you have enjoyed learning about the Cohesion Culture™ Talent Retention Model throughout this newsletter series. The model illustrates the elements required to foster a culture enriched with cohesion, where individuals feel a sense of inclusion (belonging), recognize their worth (meaningful work), and engage in mutual collaborations (commitment).

The Cohesion Culture™️ Talent Retention Model is perfectly suited for any corporate hallway, walkway, or gathering space.

(The art of building relationships so each other can fly.)

This is Blog Post #4 in my Cohesion Culture™ Talent Retention Model newsletter series. If you haven't already done so, click to read the first, second, and third in the series.

What does a paper airplane, two brothers, and a mom have to do with building relationship?

Let's dive into the realm of Relating in today's newsletter, where we'll explore its three primary components.

This is Blog #3 in my Cohesion Culture™ Talent Retention Model blog series. If you haven't already done so, click here to check out the first in the series and/or click here to read the second in the series.

In this edition of Cohesion Corner™ with Dr. Troy, we dive into the crucial step of implementing Learning within the Cohesion Culture™ Talent Retention Model. These steps build on the foundational concepts discussed previously and are essential for creating a dynamic and supportive workplace environment.

This is Blog #2 in my Cohesion Culture™ Talent Retention Model newsletter series. If you haven't already done so, click here to check out the first in the series titled "Employee Retention Model... Runway Ready and More".

As a quick reminder, the Talent Retention Model illustrates the necessary elements for fostering a culture rich in cohesion, where individuals experience a sense of belonging, recognize the significance of their contributions, and engage in collaborative opportunities together.

Recently, I had the privilege to speak at the America's Credit Unions HROD Conference on how to Retain Employees through Cohesion.

One of the key takeaways in addition to the ever popular Cohesion Wave was a quick review of the Cohesion Culture™ Talent Retention Model.

In current management circles, the term "engagement" is often misused. Many believe that simply focusing on employee engagement will solve issues related to employee retention. However, this misguided approach can actually have the opposite effect.

In this week's Cohesion Corner™ with Dr. Troy! blog post, I will delve into the misconception surrounding employee engagement and propose a more effective alternative.