PerformanceWorks, LLC has developed the following online version of its well-respected retention checklist. A more extensive, accurate, and prescriptive version is available.

  
DIAGNOSING ORGANIZATIONAL RETENTION

Rate the degree to which each of the following statements is true of your organization:

5 = nearly always true of us
4 = often true of us
3 = sometimes we do this, sometimes we don’t
2 = seldom true of us
1 = almost never true of us

________ 1) We are very deliberate in the hiring process, taking care to get a good match between our needs and the applicant’s needs.

________ 2) We have an employee incentive program that rewards excellent quality, cost-saving suggestions, and performance above and beyond the average.

________ 3) Employees are given some flexibility in scheduling and in selection of benefits to meet their personal needs.

________ 4) We regularly do things as a staff together, having the opportunity to get to know each other outside work, and this is encouraged by management.

________ 5) Employees of our organization are treated at least as well as customers and clients are treated.

________ 6) Our new employee orientation is very comprehensive and is spread out over several days or weeks.

________ 7) We regularly provide opportunities for employees to learn new skills that will benefit both the company and the employee.

________ 8) We often recognize individual employees through bulletin boards, employee newsletters, certificates of appreciation, and letters of thanks from management for a job well-done.

________ 9) Communication is free flowing; management provides a great deal of information to employees about how the company is doing and about decisions that may affect them.

________ 10) Most employees have a working relationship with their boss’s boss (i.e., two levels above them).

________ 11) Employees are truly empowered with a great deal of decision-making authority within their jobs.

________ 12) Management regularly asks employees what they want from the company and uses that information to shape policy.

________ 13) Employees are often asked for their ideas before management decisions affecting their jobs are made.

________ 14) We actively groom top performers and promote from within.

________ 15) Employees are given frequent and timely feedback on how they are performing their jobs.

________ 16 Management goes out of its way to give credit to employees for their ideas and to recognize such efforts.

________ 17) There is an open-door policy in which employees can approach any member of management.

________ 18) When management promises something, they generally deliver or they explain why.

________ 19) Many people in the community know what our organization does, and we generally have a favorable reputation.

________ 20) Staff are actively encouraged to come up with new ideas and new projects to better hold their interest.

________ TOTAL POINTS Scoring:

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PerformanceWorks, LLC
A Limited Liability Company
P.O. Box 1039, Verona, VA 24482
(540) 248-2299 fax: (540) 248-2291
Email: PerformanceWorks