Make it a strategy
Oftentimes, leaders fail to respond to the periphery until it is in plain sight. For the past several decades, it would be hard to consider “culture” being a sidelined conversation. YET, the attention to changing the toxicity of the work culture has only come into its own in the last several years.
Recently, I had the privilege to speak at theAmerica's Credit UnionsHROD 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 theCohesion Culture™Talent Retention Model.
Do you offer flexible hours and locations?
Does your team understand their level of autonomy and initiative?
Are your managers making their individual team members feel included?
Have you readied your staff for growth, development, and advancement?
If you answered “no” to one or more of these questions then you aren’t meeting the organizational culture expectations of today’s workforce.
More than likely you may be struggling to keep that talent you spent time and money acquiring and training.
This is Blog Post #5 in myCohesion Culture™Talent Retention Model newsletter series. If you haven't already done so, click to read thefirst,second,third, andfourthin the series.
I hope you have enjoyed learning about theCohesion 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 myCohesion Culture™Talent Retention Model newsletter series. If you haven't already done so, click to read thefirst,second, andthirdin 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.
Hi! This is Karmen Zabron and I’m the Founder and Chief People Officer at Area of Effect (AoE). As part of the Cohesion Culture™️ team, my role is HR Gamification Strategist.
At AoE, we believe that it’s people that make your company great, and we help HR and organizational leaders create environments where individuals can thrive.
This is Blog #2 in myCohesion 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.
This is Blog #3 in myCohesion Culture™Talent Retention Model blog series. If you haven't already done so,click here to check out the first in the seriesand/orclick here to read the second in the series.
In this edition ofCohesion Corner™ with Dr. Troy,we dive into the crucial step of implementing Learning within theCohesion Culture™Talent Retention Model. These steps build on the foundational concepts discussed previously and are essential for creating a dynamic and supportive workplace environment.
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.
