Employee Retention Toolkit; 5 Process Improvement Tools to Aid Employee Retention in 2021 | Lean6Sigma Academy
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Employee Retention Toolkit; 5 Process Improvement Tools to Aid Employee Retention in 2021

Created by Cannsult in Articles 20/08/2022
Employee Retention Toolkit; 5 Process Improvement Tools to Aid Employee Retention in 2021


1. Cannsult Employee Development Model

Balance of leadership direction and support touches on all these factors. It helps to create an environment that promotes a better work-life balance, where skilled communication is practiced by all, there is clarity on progression and a clear career path, which all contributes to a a positive and healthy work environment.



This model was created by Cannsult to illustrate the predictable path that we go through as we develop a skill:


1) New Employee

2) Existing Employee/Task Changed


The goal of the model is to lay out the stages an employee goes through in terms of their skill and engagement on a specific task, and what leaders should do to best support them in each stage. Employee journeys are highly predictable in this way, and if leadership doesn’t understand the stages an employee is going through, and how to correctly guide them, they are in extreme danger of plummeting employee engagement or inadvertently stunting competence.


Leaders and employees often mistake these phases for permanent personality traits and this is not a correct way of thinking! For example, an employee who is at stage 2 is struggling to learn, they are making mistakes, which will make them disengaged on this specific task. If this task happens to be their whole job - and if they do not get the appropriate leadership direction and support - they (and their co-workers) might believe that they are just not a good fit. When in fact, they just haven't yet been set up for success.


1. Cannsult Employee Development Model

Balance of leadership direction and support touches on all these factors. It helps to create an environment that promotes a better work-life balance, where skilled communication is practiced by all, there is clarity on progression and a clear career path, which all contributes to a a positive and healthy work environment.



This model was created by Cannsult to illustrate the predictable path that we go through as we develop a skill:


1) New Employee

2) Existing Employee/Task Changed


The goal of the model is to lay out the stages an employee goes through in terms of their skill and engagement on a specific task, and what leaders should do to best support them in each stage. Employee journeys are highly predictable in this way, and if leadership doesn’t understand the stages an employee is going through, and how to correctly guide them, they are in extreme danger of plummeting employee engagement or inadvertently stunting competence.


Leaders and employees often mistake these phases for permanent personality traits and this is not a correct way of thinking! For example, an employee who is at stage 2 is struggling to learn, they are making mistakes, which will make them disengaged on this specific task. If this task happens to be their whole job - and if they do not get the appropriate leadership direction and support - they (and their co-workers) might believe that they are just not a good fit. When in fact, they just haven't yet been set up for success.


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