Available for Interviews: Dr. Kelly Waltman
Kelly Waltman, PhD, is the Founder and CEO of SLR Leadership Consultion, LLC. She is also the author of Elevate Connection: Cutivate and Engaged, Inspired, Productive and Profitable Team Culture.
What Dr. Kelly Waltman can say in an interview
About the Great Resignation and How to Retain Employees:
- The business and leadership world is abuzz with the prediction of an impending wave of employee turnover, recently dubbed the “Great Resignation.”
- If you, like many business owners and leaders, are worried about the great resignation hitting your workplace, here are three key strategies to help promote employee retention and insulate from a mass exodus.
1. Promote Connection
- Connection to the company’s mission/vision/values
- Connection to leadership
- Connection to one another
Employees who feel connected in these areas have greater satisfaction are more engaged, more productive, and more likely to stay.
2. Operate With a
Unified Leadership Philosophy
Too often an employee’s experience with a company is dependent upon the immediate supervisor they happen to have (for good or bad). Like a customer service philosophy, your company should have a unified leadership philosophy.
3. Be Flexible Where/When You Can
Of course, not all organizations are able to operate with a fully remote workforce, but there are likely areas within each role where you can provide team members with some measure of flexibility and/or input into how their workday/week is structured. Talk with your team and ask for their suggestions, challenges, and concerns. This type of empowerment will go a long way to retaining your staff.
- Not all employee turnover is bad, and some team members are going to leave regardless and for a variety of reasons, but a mass exodus from any organization is a recipe for disaster. Not only is it costly in the short term (lost productivity, cost to hire and train new team members), but it leaves you vulnerable to long-term loss (time to cultivate the team culture, refine processes, etc).
- If you are weak in any of the areas listed above, start taking action now. Many employers are just starting the transition back to the office, and it’s the perfect time to make this a priority. And even if you are remaining a fully remote team—it’s worth evaluating your status in these areas, because the options for fully remote positions are expanding, and your people will go where the culture prioritizes these areas.
Interview: Dr. Kelly Waltman
Kelly Waltman, PhD, is the Founder and CEO of SLR Leadership Consultion, LLC. She is also the author of Elevate Connection: Cutivate and Engaged, Inspired, Productive and Profitable Team Culture. Located in Harrisburg, Pennsylvania, SLR Leadership Consulting offers individual- and team-based coaching and professional development services with an emphasis on workplace culture, communication, and getting comfortable with feedback.
With over twenty years of experience developing and delivering curricula, Dr. Waltman has a passion for helping individuals learn and grow. From the classroom to the boardroom, she has designed content for groups of all sizes. She also brings over a decade of managerial and leadership experience to her work—holding director-level positions with previous employers, and serving as a board member for local non-profit organizations.
In addition to her work with SLR Leadership Consulting, Dr. Waltman founded She Leads and Reads, a monthly book club, and content curation site focused on personal and professional development books.
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