Employee Retention

The workplace is a changed environment and we understand the challenges faced by organizations as a result of these changes. We’re no longer in a “climb the corporate ladder” environment; employees are ready for positions to open – and not at your organization. They understand the value of change and so should you. At Viatech Global we’re helping employers identify, engage and retain the right employees. We’re also helping resolve workplace issues among employees through our value science tools. Many employers are seeking cost-effective ways to re-build employee engagement.

We offer the following five reasons it will benefit the bottom line to work with us:

1.       Build and retain strong teams: Through our series of value science tools we are able to identify the key players of the organization. They may be different than who you perceive your leaders to be and that’s okay. We will help you create and re-create engaged teams who stay with your organization when others may leave.

2.       Cost effective employee training: One of our greatest assets is that we want to train your trainers on how to effectively utilize value science tools to create teams that are engaged and productive. We provide a variety of resources and certification through our certification program, ongoing classes, workshop materials and more.  Viatech University

3.       Value Science Tools: Our suite of assessments provides an in-depth view of employees’ strengths, behaviors and values. Not only will they learn about themselves through the process, your management team will learn how to effectively utilize employees.

4.       Cost savings and increased productivity: Review our case studies to see for yourself how our consulting services and programs help increase productivity and decrease costs at an array of organizations. Our client Memorial Hermann demonstrated approximately $42 million in annualized savings in their system of 27,000 employees.  https://www.viatechglobal.com/praise/success-stories/

5.       FREE Assessment: You can’t beat FREE! Please visit our website, fill out the information on  Viatech Global Free Assessment to receive a complimentary assessment and evaluation.

We value your time and desire to have you make an informed decision about working with us.

Please contact us for additional information and resources via phone at 505-765-9903 or 800-494-5218, via email at info@viatechglobal.com.

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A Critical Activity After You’ve Hired the Perfect Employee –You Hope

I recently read an article[1] about things to do in an onboarding process and believe it has great value to our customers and partners. There were four tips to make your onboarding process more effective:

  1. Explain the big picture and set expectations.
  2. Get them involved straightaway.
  3. Provide them with all the information they need.
  4. Closely follow their progress and recognize their work.

The article points out that not many business owners realize that the first six months of hiring a new employee are pretty critical. According to the Aberdeen Group, 86% of new hires make their decision to leave or stay within that first six months. Out of those who choose to leave, 79% do so because of a lack of appreciation from their manager.

According to a survey by BambooHR, 91% of HR managers think their onboarding processes need to be improved. And guess what? 45% of these managers believe that their companies waste up to $10,000 per year on ineffective onboarding processes. This is from small companies. I imagine it is a lot more with larger firms without an effective onboarding process.

Those four tips are great, but I’d like to offer some modifications and suggest a few more, especially since the big reason for new hires leaving is lack of appreciation.

  • Pairing the newly employed with a mentor to help navigate the new environment is key. The trick is to pair them with a mentor that has a teaching style best aligned with the new hire’s learning style. Pairing the two using similar behavioral styles is not the answer. How people learn is not necessarily synonymous with behavioral style. There are tools that can do a good job understanding a person’s learning style and what style is best to receive training. Uncovering learning style and compatible teaching style is not obvious and is helped along with available tools.
  • The author’s second tip is to get them involved in a project right away. Great idea, but in our experience, it has been proven to first integrate them into the team. If assessments are used in the hiring process, then debrief the new hire with their report(s). This does not take much time and shows the new team member a caring approach. That’s valuable all by itself.
  • Collaborate with the new team member’s manager. We use a collaboration tool that places behavioral style information side by side showing each individual’s strengths and communication proclivities with suggested adaptations to enhance understanding thus promoting effectiveness. This reinforces transparency, trust and appreciation. It also enhances happiness by mitigating the stress of entering a new position and culture. Promoting happiness is a huge enhancer of productivity.

Onboarding is critical, as the article states.

“According to a survey by BambooHR, 91 percent of HR managers think their onboarding processes need to be improved. And guess what? 45 percent of these managers believe that their companies waste up to $10,000 per year on ineffective onboarding processes.”

If that $10,000 was totally invested in tools, assessments and training, the payback is worth it. Depending on the organization a 1 -2% productivity increase would be significant, and it should be sustainable. There are very good tips in the article that will enhance your onboarding process. However, keep in mind the entire selection, hiring, onboarding process as well as team integration and development path can be greatly enhanced using sophisticated assessments and tools. A well-designed system will increase high-potential hires, enhance productivity, and employee happiness if properly deployed and supported by management.

[1] By Tommy Mello Sep 10, 2018

Lets share some ideas!

At Viatech Global we take a science-based approach to employee productivity which is why we have been looking at how multi-tasking is killing productivity.  From the invention of the T.V. dinner to Tupperware to social media, Americans are constantly looking for better, faster ways to meet their goals.  Books have been written about increasing productivity and the secret to success and we’ve all read our fair share of business books.

The ironic part is there is no secret. Scientific studies have proven focus is the key to getting more done.

Which Decreases Your IQ More?  Sending an email while on the phone or smoking pot?

Researchers at the Institute of Psychiatry at the University of London conducted a study of 1,100 workers and determined that multitasking caused a greater decrease in IQ than smoking pot or losing a night of sleep.

Multi-tasking and Brain Function

Multi-tasking makes your brain move fast from task to task without processing the information to the extent it could if you did one task at a time.

Researchers call this “spotlighting”.  By tracking brain function of single-taskers versus multi-taskers, it has been consistently found that multi-taskers are not only the worse at filtering information, they are worse at switching between tasks than single-taskers.

Impact on the Workplace

While multi-tasking employees may seem to get more completed, it is actually the single-tasking employees who are producing more for the company.  Single-tasking means using the brain optimally, without distraction, which means a better product at the end of the project or task.

How can we help employees learn the value of single tasking?

  • Teaching managers about the value of single-tasking, and gaining their support, are keys to being a single-focus production team. That’s not to say everyone focuses on one project at a time.  Rather it means removing the culture of multi-tasking to a culture of project-focused employees.
  • Create an Environment where single-tasking is encouraged. Rather than one team working on multiple projects, create teams that focus on one project.  Each single focus team can provide ideas and feedback to other teams to keep ideas and energy fresh on the teams.
  • Teach employees the value of single tasking and create areas of the office where they can focus solely on phone calls, for example. This eliminates the distraction of checking email while on the phone as well as the distraction of other employees while focused on a call.
  • Change work location at least once a day. This is important especially with a work-from-home team.  Leaving the house to work at a coffee shop or getting up from workspace to take a walk are two ways to encourage focus and single-tasking.

Identifying the key players in this new culture of single-tasking can be challenging and we can help.

At Viatech Global,  http://www.viatechglobal.com/  we provide value science tools to help employers identify, engage, and retain employees who support the workplace culture of increasing productivity and employee engagement.

Contact Michael@viatechglobal.com to see how we can assist your organization today!

Recent trends indicate American workers are increasingly leaving or looking to leave their current places of employment. Maybe you’re seeing this at your company and are wondering who and why. Who is going to do the work of the key players who have left? Why are employees leaving?

To understand why employees leave a company, let’s look at why they accepted a position at your company:

Salary
Culture
Training
Development
Mission
Vision
Values
Opportunity

When these things cease to exist employees are left with a JOB. They want a CULTURE. They want to be appreciated, trusted, supported and engaged in their work and the company. As their colleagues and friends are laid off or forced into positions they don’t want just to keep a job, employees start looking for work elsewhere.

Here are the top four reasons employees are leaving the company:

Dis-engagement: In an economy of nine percent employment your workforce is concerned with the bottom line second to surviving the next round of cutbacks. Cutbacks can include layoffs or reorganization wherein employees and managers are forced into roles they would otherwise not have chosen. They are working in positions that don’t fit their personality, behaviors and skills creating an environment of dis-engagement.

Workplace Culture: Have you created a culture that meets the needs of employees? Whether it’s money, fun, time off, career training and development, your managers and employees want a work/life balance. They want to know you care about and listen to their ideas. Demonstrating you understand and care about them is key to a culture where employees are engaged.

Lack of understanding: Companies around the globe are concerned with the survival of the company without understanding the employees are a huge part of the survival. You may be laying off someone who can benefit the business in a different role. That quiet guy in the corner? He might want to teach what he knows to his colleagues. The marketing specialist may be better suited to project management. Understanding what makes your employees unique will (or should) drive their role in the company.

Communication: Understanding your employees beyond their resume and current position is key to retaining them in your organization. Hiring the right employees includes hiring managers who have a clear understanding of the mission, vision and values of your organzation – and the ability to implement this culture on their teams.

At Viatech Global we’re helping employers identify, engage and retain the right employees. We accomplish this through our value science tools combined with ongoing training, coaching, and team development. We help your business  gain the greatest value from your human resources investment.

Contact us today to learn more.

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