Pro Way DevelopmentApril 2015


As the economy recovers, employees are starting to consider new job opportunities. What can you do to retain your best staff who give you a competitive edge? Here are some tips to keep the best performers.

  Career Development


Employees looking outside your organization may be seeking new challenges, to grow within and not necessarily a career outside of your company. Unfortunately not enough managers are engaged in conversations with employees about their aspirations. A new poll by global career experts Right Management found that two-thirds of managers fail to actively engage in their employees' career development.


"High-performing talent is a competitive differentiator and organizations should be doing everything they can to build the careers of their top talent to keep them engaged and on board," said Bram Lowsky, executive vice president of Right Management.


Their poll revealed that only 17 percent of employees say their managers are actively engaged in their career development, while 15 percent say their managers are sometimes engaged. By far, the majority of employees-68 percent-felt their managers are not engaged in their career development.

  Employee Development

"Job seekers from entry-level to executive are more concerned with opportunities for learning and development than any other aspect of a prospective job," according to an article in the Harvard Business Review. As well, Jumpstart HR CEO Joey V. Price told SHRM Online, "I still believe employee professional development is a key driver in employee engagement and retention because motivated employees are always looking to learn something new.


 "Companies that offer paid professional development and college tuition programs will keep motivated employees longer than those that don't," he added. "However, if you don't offer these programs, you should speak to your high-performing employees to assess which skills they would like to groom. Find a way for them to do so in your organization or they will seek the opportunity someplace else." 

  Additional Tips

*Provide opportunities to develop knowledge, skills, tools, resources and abilities to succeed at work.

*Provide on-the-job coaching.

*Provide feedback on goals and performance.

*Set aside opportunities for mentorship within your organization. Junior-level employees can benefit from this kind of relationship and can see it as an additional incentive for working at your organization.


*Conduct "stay" interviews. In addition to performing exit interviews to learn why employees are leaving, consider asking longer-tenured employees why they stay. Ask questions such as: Why did you come to work here? Why have you stayed? What would make you leave? And what are your non-negotiable issues? What about your managers? What would you change or improve? Then use that information to strengthen your employee-retention strategies.

 Pro Way Development Offer Additional Assistance


Call Pro Way Development for help with:

  • Employee retention strategies
  • Manager development to ensure they have the skills to retain employees
  • Interpersonal skills training to engage your staff

Pro Way Development works with businesses to create and implement plans to ensure people have the skills for success and that business is poised for growth. We do this by aligning human resources and training and development practices with the plans, goals and strategies of business.




Laura Jacob


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 Pro Way Development


Pro Way Development is your source for employee training, executive coaching and meeting management.


Our services include:

  • Training to increase employee skills
  • Consulting services to manage employee relations issues
  • Meeting facilitation services so you can focus on your content
  • HR advice to motivate the right behaviors for profit and growth.  

To learn more about

Pro Way Development, please visit our website.

About Laura Jacob


Laura works with companies to ensure that their business plan includes a plan to give employees and leaders the skills to communicate, manage and lead the organization to drive business growth.  



In addition to holding degrees in Psychology and Industrial Relations, Laura is certified as a Professional in Human Resources and a 6 Sigma Greenbelt. 

She is a requested speaker on time management, management fundamentals and working across generations.

Laura's teaching and facilitation style is highly interactive and ensures engagement of participants and the transmission of learning. Participants describe her as "keeps things fun, interesting, stays on task and is very learned and knowledgeable about the subject matter," and "able to engage even those hesitant to participate." 


She is also adjunct faculty at the University of Bridgeport and Manhattanville colleges where she teaches adult undergraduates and graduates on a variety of management topics. 
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