Fortune 500 Companies Driver For Manulife

Fortune 500 Companies Driver For Manulife

Manulife Flexibility is a key retention driver for Manulife, one of the worlds largest insurance and financial services companies.

Finding replacement hires for outgoing employees is an expensive and time-consuming process.

Shape By Bill Carmody BillCarmody Getty Images Recently, Time Doctor, a productivity SaaS company, in partnership with Peter Banerjea of SuccessIsWhat, a leadership blog, published an article on how some of the worlds best workplaces retain their talent.

I asked Peter Banerjea to share a few employee retention strategies of the Fortune 500 companies who contributed to his research.

Dell Which aspects of culture and leadership will have the maximum positive impact on engagement and retention Jenn Saavedra, SVP, Talent Culture, says, I believe every aspect of a companys culture, talent and leadership strategy should be led by rigorous analysis.

For instance, Dell has discovered through surveys and analysis that out of seven leadership principles, vision and selflessness are the two principles that currently matter most to its employees.

But knowing what truly matters to its people, Dell is consciously shaping its culture and leadership in ways that engage people and give them reasons to stay on.

Airbus Airbuss business model is evolving from only aircraft to big data, drones, machine learning and software development.

According to CHRO Thierry Baril, the companys innovation expansion is now a major factor in attracting as well as retaining people, who are enthusiastic about building cutting edge technology.

Airbus also encourages people to grow their skill sets by working across different business units - another key retention measure.

Microsoft Microsoft believes that the company of talented and driven colleagues plays a vital role in encouraging people to stay longer in a company.

Kathleen Hogan, Chief People Officer, says, While pay and benefits are table stakes to keep great talent, we believe working alongside amazing peers to realize your own personal mission is the most powerful retention strategy.

IBM Sam Ladah, HR VP, IBM Cloud and Talent, says, Our recent focus has been on using our own cognitive technologies, like Watson, to deliver personalized learning and career guidance thats based on the employees role, skill profile and goals.

When employees get personalized learning and guidance to support their ambitions and abilities, they are far more likely to stay over the long term.

Bosch Daniela Lohre, Director Personnel Marketing and Talent Relationship Management, says, Our core retention driver is meaningful jobs.

People are excited to be part of a company that is working on cutting-edge technology such as the future of mobility and the internet of things (IoT).

Another key retention strategy is the opportunity to effectively change jobs without changing their employer.

Boschs 390,000 employees have the opportunity to work across different functional areas, industries, and organizational structures.

Richard Caldera, SVP, Human Resources says that Bayer uses Assessment and Development Centers, to evaluate employees in several situations reflective of a variety of leadership challenges.

This provides employees with a comprehensive view of their potential and readiness for future leadership roles, helping them chart their best career path at Bayer.

BASF Luciana Amaro, VP Talent Development Strategy, says that BASF retains people by offering them excellent opportunities for growth and development.

All employees across every function can access a comprehensive portfolio of learning opportunities, such as mentoring, training programs, business simulations, project opportunities, employee resource groups and many others.