Employee Retention Strategies

Influencing people and attracting customers with technology is all about leveraging digital tools, platforms, and strategies to build engagement, trust, and value. What can you learn from this bird? - **Personalization and Data Analytics:** - Create Personalized Experiences: Utilize data analytics and AI to tailor customer experiences, such as personalized product recommendations and custom content, fostering a sense of relevance and connection. - Gain Customer Insights: Analyze customer behavior to understand preferences and needs, enabling businesses to refine their offerings and messaging effectively. - **Social Media and Digital Presence:** - Boost Social Media Engagement: Platforms like Instagram and LinkedIn facilitate direct customer engagement through interactive content creation and community building around your brand. - Collaborate with Influencers: Partnering with influencers extends your reach by leveraging their follower base and credibility. - **Automation and AI-Driven Marketing:** - Implement Chatbots and AI Support: AI-driven chatbots enhance customer support responsiveness and service quality, while automation tools streamline communication through email marketing and CRM systems. - Leverage Predictive Marketing: Use AI to anticipate customer needs, ensuring satisfaction and loyalty. - **Interactive Technology:** - Offer AR/VR Experiences: Immersive AR/VR experiences enable customers to virtually try products, enhancing the buying process and engagement. - Develop Interactive Websites and Apps: Intuitive platforms boost customer satisfaction, driving longer interaction times and increased conversion rates. - **Trust through Transparency and Security:** - Ensure Blockchain and Secure Transactions: Utilize blockchain and encrypted payment systems to foster trust and ensure secure transactions. - Showcase Reviews and Testimonials: Use technology to display user reviews, ratings, and case studies, building trust through social proof. - **Innovative Product Features:** - Integrate AI and IoT: Products incorporating AI or IoT attract customers seeking cutting-edge solutions. - Offer Mobile Apps and Tools: Complement your product with apps or digital tools like fitness trackers and others. #ai #technology #marketing via @ferarrigophoto

The World Economic Forum's 'Top skills for 2025'- a clear framework to align your learning and development strategies! If you are wondering how to use this information to develop your team, here's a few ideas 💡 👉Audit Current Programs Compare existing training initiatives with the top skills for 2025 and identify gaps. 👉Tie Skills to Roles Show how the skills map directly to the responsibilities of each role in the organization. 👉Develop Targeted Content Design workshops, e-learning modules, or on-the-job training focused on critical areas like analytical thinking and active listening. 👉Create a Skills Inventory Tool Develop a simple self-assessment tool to help employees rate themselves and reflect on strengths and weaknesses ( I like to use competency tools- the visual works really well!) 👉Mentoring and Coaching Pair employees with mentors or coaches to guide their development in critical skills. 👉Use Development Plans Collaborate with employees to create individual development plans targeting both short-term needs and long-term aspirations. 👉Microlearning Modules: Offer bite-sized learning resources on priority skills to reduce barriers to learning ( Short videos work really well here). 👉Integrate into Appraisals Include questions about employees' progress in skill areas during performance reviews. So... How is your organization preparing employees to develop the skills that will be most critical in 2025 and beyond? I'd love to hear about any innovative approaches or challenges you've encountered. Leave your comments below 🙏 _____________________________________ I'm Catherine- A Lean Business and Leadership Coach. Follow me for daily insights on Lean, leadership, coaching, strategy and organizational behaviour.

I made a HUGE mistake early in my career as a sport psychologist. I thought my only value came from athlete meetings in my office. Research shows I was dead wrong - and it was limiting my impact dramatically. Here's how sport psychologists can TRANSFORM organizations (not just athletes): The uncomfortable truth: Most sport psychologists are leaving 80% of their potential impact on the table. Research shows practitioners who integrate across multiple organizational levels are significantly more effective... Yet most of us stay confined to our counseling rooms. Why? The Hidden Cost of Limited Scope: Olympic athletes often cite ORGANIZATIONAL stressors—not competition pressure—as their biggest barrier to success. When we focus solely on 1:1 work, we ignore the systemic factors that ACTUALLY shape performance. This is a massive blind spot in our field. Your psychology expertise isn't just for the counseling room. It's a lens that can transform EVERY aspect of athletic performance: • Talent identification • Team culture • Organizational decision-making • Performance integration But you have to articulate your value beyond therapy. Let me share 3 evidence-backed roles where sport psychologists can create MASSIVE organizational impact: Role #1: Cultural Architect Research shows teams with strong cultural frameworks outperform others by 35% across key metrics. As Cultural Architect, you can: • Design values-based leadership programs • Create accountability systems • Develop culture monitoring tools • Facilitate team building Role #2: Talent Identification Partner Did you know psychological attributes account for up to 48% of performance variance in elite athletes? Yet most talent ID systems focus primarily on physical metrics. Teams using psychological assessment had 67% better prediction rates for long-term success. As Talent ID Partner, you can: • Design evidence-based psychological assessment protocols • Conduct structured draft interviews • Create ideal candidate profiles • Train scouts on psychological evaluation • Integrate mental skills into development pathways This is GAME-CHANGING work. Role #3: Performance Integration Specialist Poor interdepartmental communication is the TOP organizational stressor affecting elite athletes. Organizations with integrated performance approaches showed: • 41% better athlete development • 23% higher competition results In this role, you: • Facilitate cross-functional communication • Ensure psychological principles inform ALL performance decisions • Bridge gaps between technical, tactical & mental development The most successful sport psychologists don't just treat symptoms—they help shape the entire performance environment.

Integrating SDGs into Business Operations 🌎 The Sustainable Development Goals (SDGs) can be effectively integrated into business operations through targeted actions, initiatives, and programs. Embedding these goals within operational frameworks not only aligns with global sustainability efforts but also enhances business resilience and long-term value. Addressing Clean Water and Sanitation involves reducing water consumption in operations through efficient technologies and investing in clean water initiatives in communities where the business operates. These efforts contribute to resource sustainability and community well-being. Affordable and Clean Energy can be advanced by transitioning to renewable energy sources for business operations and improving energy efficiency in production processes and facilities. These initiatives are crucial for reducing environmental impact and supporting global energy sustainability. Fostering Good Health and Well-being in the workplace requires the development of wellness programs, ensuring safe working conditions, and providing access to healthcare for employees. These practices lead to a healthier, more productive workforce. Achieving Gender Equality involves establishing equal pay policies and promoting diversity in leadership roles. Such actions are vital for creating a more inclusive and innovative organizational culture. In the context of Climate Action, setting measurable goals to reduce greenhouse gas emissions and investing in carbon offset programs are key strategies. These actions contribute to mitigating environmental impacts and advancing global sustainability efforts. Integrating the SDGs into business operations represents a strategic approach to sustainability, driving meaningful impact while creating value across all levels of the organization. #sustainability #sustainable #business #esg #climatechange #climateaction #sdgs #strategy #education

🔎 When analyzing the onboarding processes of various companies from a DEI perspective, I have noticed that some organizations understand the importance of having a buddy system, providing DEI training during onboarding, and introducing new hires to ERGs. However, there are also overlooked foundational steps that can drive significant change: 💡 Step 1: Conducting a DEI Audit of an Existing Process Before designing your inclusive onboarding program, it is crucial to conduct a DEI audit of your current process. This audit involves assessing your onboarding materials, procedures, and practices through a diversity and inclusion lens through employee personas. It helps identify any gaps, biases, or exclusions that may exist, enabling you to make targeted improvements. 💡 Step 2: Developing Pre-Onboarding Resources Pre-onboarding plays a vital role in setting the stage for an inclusive onboarding experience. Create materials that introduce new hires to practical information, but also your organization's culture and DEI initiatives. Providing this information in advance helps new hires familiarize themselves with your commitment to DEI and sets expectations for their onboarding journey. 💡 Step 3: Designing an Inclusive Onboarding Program for the First Year Extend the onboarding process beyond the initial few days or weeks to encompass the entire first year of a new hire's journey. This extended timeline allows new hires to deepen their understanding of your organization, build relationships, and fully integrate into the company culture, fostering a sense of belonging. 💡 Step 4: Training Onboarding Facilitators and Buddies While many organizations recognize the importance of training onboarding facilitators, they often overlook the significance of training buddies in DEI. These people play a crucial role in supporting new hires and shaping their onboarding experience. Provide comprehensive DEI training to both facilitators and buddies, empowering them to create an inclusive and supportive environment. This training should cover topics such 🧠 unconscious bias, 💬 inclusive communication, 🗺 cultural competence, ensuring that they can effectively guide new hires through the onboarding process in an inclusive way. ________________________________________ Are you looking for more practical tips and DEI content like this?  📨 Join my free DEI Newsletter: https://lnkd.in/dtgdB6XX

Employees don't quit their jobs. They quit their managers. Your leadership impacts retention more than any policy, perk, or compensation package. Your management approach shapes team culture, morale, and productivity more than any corporate initiative ever will. 8 Ways Great Managers Transform Employee Wellbeing: ✅ They protect your psychological safety: ↳ Creating environments where mistakes are learning opportunities, not career killers ↳ Defending team members from toxic workplace politics ✅ They respect your whole humanity: ↳ Understanding your life exists beyond work deadlines ↳ Acknowledging personal struggles without judgment ✅ They provide meaningful recognition: ↳ Celebrating wins publicly and specifically ↳ Ensuring your contributions are visible to decision-makers ✅ They offer growth beyond titles: ↳ Investing in skill development that benefits your entire career ↳ Creating stretch assignments that build confidence ✅ They practice authentic leadership: ↳ Modeling vulnerability and emotional intelligence ↳ Admitting when they don't have all the answers ✅ They defend work-life boundaries: ↳ Respecting your time away from email and Slack ↳ Discouraging burnout culture that glorifies overwork ✅ They cultivate belonging: ↳ Ensuring diverse perspectives are heard and valued ↳ Building genuine connection beyond transactional relationships ✅ They advocate upward: ↳ Fighting for resources your team actually needs ↳ Representing your concerns to higher leadership effectively Leadership isn't just about productivity metrics. It’s the foundation for engagement, innovation, and sustainable performance. Most importantly, it's about the humans you lead and develop. Growth, meaning, and fulfillment potential have the power to become your greatest legacy. ♻️ Share to highlight mental wellbeing. 🔔 Follow Carmen Morin for more.

Employees don’t leave companies, they leave managers. Across industries and organizations, this statement is one of the most-quoted truths in leadership and for a good reason. Great talent rarely quits because of work or the company’s mission. More often, it’s the day-to-day experience with their managers that shapes whether people stay, grow, or walk away. Having observed hundreds of teams in initial stage of many startups and especially while building my own brand, one thing that stands out is that certain management styles can quietly push even the best employees out the door. In my own way, I have distinguished 8 types of managers that high performers find hardest to work with: 🔹The Micromanager: Oversees every small detail, leaving no space for trust or autonomy. 🔹The Credit Taker: Quick to celebrate wins, slow to share recognition. 🔹The Ghost: Hard to reach, offers little support or feedback. 🔹The Volcano: Temperamental, making consistency impossible for teams. 🔹The Information Hoarder: Keeps knowledge closed off, stalling team growth. 🔹The Never-Satisfied: Raises the bar constantly, rarely acknowledges progress. 🔹The Favoritist: Focuses energy on a select few, often sidelining others. 🔹The Risk-Free Boss: Shies away from innovation, limiting new ideas and growth. If organizations want to strengthen culture and retention, the conversation can’t stop at perks or policy. True retention is built on trust, respect, and everyday leadership moments. What kind of leadership have you personally seen make the biggest difference, inspiring you to stay, or pushing you to move on? #LeadershipLessons #ToxicManager

Last week Google announced Learn Your Way - a research experiment to reimagine the most overused, under-loved artifact in education: the textbook. The problem is obvious: textbooks are one-size-fits-all. Written once, updated rarely, inflicted equally. Great for industrial-scale learning, terrible for actual students. Learn Your Way tries to fix that with AI: a student picks their grade level and interests (sports, music, food). The system then “relevels” the text, swaps out generic examples for personalized ones (Newton’s apple becomes a soccer ball), and builds a personalized core. From there, it spins out multiple formats: immersive text with visuals, section-level quizzes, narrated slides, Socratic dialogues, even mind maps. In a controlled trial with 60 high schoolers, it beat the humble PDF reader across the board: comprehension, retention, and preference. AI is going to fundamentally change education. The way I see it, we will move from: ▪️Standardization → Personalization: Education has been built for scale: 1 teacher, 30 students, 1 chalkboard. AI flips that. Materials adapt to pace and interest; assessment becomes continuous, not blunt. ▪️Knowledge Transfer → Cognitive Coaching: When facts are instantly accessible, memorization stops being the scarce skill. The real edge is knowing when AI is wrong, asking sharper questions, and connecting ideas across disciplines. ▪️Classrooms → Learning Ecosystems: Teachers shift from lecturers to facilitators and motivators. AI covers explanations and drills; humans teach judgment, values, and meaning. Peer learning deepens when everyone brings AI-augmented insights. ▪️Exams → Evidence of Thinking: With AI co-pilots, recall-based tests lose power. Evaluation moves to process, projects, and defense - not “what’s the answer?” but “show your reasoning.” ▪️Scarcity → Abundance (with new inequities): AI promises tutoring for anyone with a smartphone. But access to devices, connectivity, and high-quality models could widen divides. A new gap may emerge between students trained to use AI critically and those who consume it passively. Here's the irony: in making information abundant, AI paradoxically revives the oldest form of teaching. Socrates didn’t assign PDFs; he asked questions until you realized you didn’t know what you thought you knew. His role wasn’t to supply answers but to train skepticism. That is the teacher’s role again. Not to out-explain Gemini, but to show when not to trust it. To cultivate judgment, doubt, and the art of better questions. AI hasn’t reinvented education so much as rerouted it back to its roots: the Socratic method - only now Socrates is paired with a chatbot that never sleeps and never hesitates.

𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀 𝗜𝘀 𝗮 𝗛𝗮𝗯𝗶𝘁. 𝗬𝗼𝘂𝗿 𝗦𝘂𝗯𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻 𝗦𝗵𝗼𝘂𝗹𝗱 𝗕𝗲 𝗧𝗼𝗼. If customers love your product but still cancel, the problem isn’t the product—it’s the experience. The best wellness brands don’t just sell products. They guide behaviours, reinforce habits, and remove friction. But too often, small moments of friction— a failed payment, a forgotten renewal, a skipped order— quietly push customers away before they even realize it. That’s why I put this table together. 7 high-impact automations that keep subscribers engaged, reduce churn, and make retention effortless. Each one removes a key retention blocker before it turns into lost revenue. 1️⃣ 𝗣𝗮𝘆𝗺𝗲𝗻𝘁 𝗙𝗮𝗶𝗹𝘂𝗿𝗲𝘀 → 𝗜𝗻𝘀𝘁𝗮𝗻𝘁 𝗥𝗲𝗰𝗼𝘃𝗲𝗿𝘆 ↳ Trigger: Payment fails (Recharge) ↳ Action: SMS + Email with urgency & FOMO ↳ Apps: SMSBump, Klaviyo → Catch failed payments before they cancel 2️⃣ 𝗨𝗽𝗰𝗼𝗺𝗶𝗻𝗴 𝗥𝗲𝗻𝗲𝘄𝗮𝗹𝘀 → 𝗕𝗲𝗻𝗲𝗳𝗶𝘁 𝗥𝗲𝗶𝗻𝗳𝗼𝗿𝗰𝗲𝗺𝗲𝗻𝘁 ↳ Trigger: Renewal approaching (Recharge) ↳ Action: Email & SMS reinforcing product value ↳ Apps: Klaviyo, PostPilot → Remind customers why they subscribed 3️⃣ 𝗟𝗼𝘄 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 → 𝗥𝗲-𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗙𝗹𝗼𝘄 ↳ Trigger: Skipped orders, no logins, inactivity (CustomerHub) ↳ Action: ‘Reignite Your Routine’ email series ↳ Apps: Klaviyo → Help them stay on track before they forget 4️⃣ 𝗖𝗮𝗻𝗰𝗲𝗹𝗹𝗮𝘁𝗶𝗼𝗻 𝗔𝘁𝘁𝗲𝗺𝗽𝘁𝘀 → 𝗦𝗮𝘃𝗲 𝘁𝗵𝗲 𝗦𝗮𝗹𝗲 ↳ Trigger: Customer clicks “Cancel” (Recharge) ↳ Action: “Pause instead of cancel” + Exclusive offer ↳ Apps: Klaviyo, RetentionEngine → Give them a reason to stay 5️⃣ 𝗙𝗶𝗿𝘀𝘁 𝗦𝘂𝗯𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻 𝗢𝗿𝗱𝗲𝗿 → 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 & 𝗘𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻 ↳ Trigger: First order shipped (Recharge) ↳ Action: Educational onboarding sequence ↳ Apps: Klaviyo, Postscript → Guide them to get the best results 6️⃣ 𝗠𝗶𝗹𝗲𝘀𝘁𝗼𝗻𝗲-𝗕𝗮𝘀𝗲𝗱 𝗥𝗲𝘄𝗮𝗿𝗱𝘀 → 𝗞𝗲𝗲𝗽 𝗧𝗵𝗲𝗺 𝗛𝗼𝗼𝗸𝗲𝗱 ↳ Trigger: 3rd, 6th, or 12th order milestone (LoyaltyLion) ↳ Action: Reward with a discount, gift, or VIP perks ↳ Apps: Smile.io, Klaviyo → Keep them engaged before they churn 7️⃣ 𝗛𝗶𝗴𝗵 𝗟𝗧𝗩 𝗖𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀 → ‘𝗦𝘂𝗿𝗽𝗿𝗶𝘀𝗲 & 𝗗𝗲𝗹𝗶𝗴𝗵𝘁’ ↳ Trigger: Customer hits LTV threshold (Klaviyo) ↳ Action: Personalized gift or early access invite ↳ Apps: PostPilot, LoyaltyLion → Turn subscribers into superfans Subscriptions Should Feel Effortless. Your product builds habits. Your subscription model should too. Set up these workflows once, and let them do the work forever. If you need help with putting any of them together, reach out to me in DM 📥

Even among the most forward-thinking health plans, I still hear from those who think engaging older adults digitally is a bridge too far. I get it. We all have had the experience of teaching some “simple” digital behavior to an older person in our lives. But I think we take the wrong lessons from that experience: older people know that technology can be a huge enabler — and, perhaps most importantly, they want to make the most of it. This idea that technology usage might actually offer productive opportunities to problem solve as we age is the underpinning of a fascinating new paper in Nature Human Behavior (see the piece in the comments). Attempting to see if there was any truth to the concept of “digital dementia” — the idea that prolonged technology use worsens our cognitive ability as we age — the authors found the opposite: a protective effect. Tech usage was associated with a 58% reduction in the risk of cognitive impairment. For senior-focused organizations, this is even more reason to not just build digitally for older adults but to actively encourage them to engage and leverage technology. As someone with a research background, this study exemplifies what I love about the scientific process. Rather than relying on stereotypes or anecdotes, we design rigorous experiments and studies, following the data wherever it goes.