What We Do
Keeping your most essential people has never been easy, but it is becoming more difficult by the day. Stalled career opportunities, lack of engagement and talent wars for critical skills are making it hard to keep the talent you need most.
Overall retention is essential, but strategic retention is the game changer. We help organizations develop both by understanding it’s not a ‘one-size-fits-all’ approach. By focusing on the critical retention drivers for the roles that drive exceptional impact in your organization, we are able to help you tailor your retention strategies to these critical jobs and the players who succeed in them.
Engagement
Organizations spend over $100 billion annually to improve employee engagement. Yet according to Gallup, only 13% of employees are engaged and disengaged employees cost U.S. companies $450 billion to $550 billion per year in lost productivity.
Leveraging the award-winning work of Dr. Beverly Kaye and nearly 40 years of experience, we help make the workplace work … work well and work happy. Our simple, yet impactful solutions, foster meaningful relationships between leaders and employees to create an environment where all are more engaged, more productive, and more committed to each other’s and the organization’s success.
Career Development
It’s one of the most powerful levers organizations possess for the strategic retention of their most valuable talent. It’s also one of the greatest areas of dissatisfaction. Career development is a primary retention driver for all employees and is of critical importance for those rising stars inside your organization who will be filling key positions.
Based on the foundational work of ATD Legend, Dr. Beverly Kaye, our solutions are designed to create an environment where continuous development and career mobility are supported with robust career development activities, coaching, mentoring and learning that allows any organization to build its bench and avoid the loss of vital talent.
Leadership Development
In research for the international best-selling book, Love ‘Em or Lose ‘Em: Getting Good People to Stay, authors Dr. Beverly Kaye and Sharon Jordan-Evans discovered that one the top reasons employees choose to stay in an organization is the relationship they have with their immediate supervisor. It should be no surprise then that leadership is a powerful retention driver inside organizations today.
For years, we have worked with every level of leadership to engage, retain and develop their people. And we know that the key to becoming an effective leader is self-awareness. As such, Talent Dimensions partners with Lumina Learning to bring innovative psychometric assessments on personality, leadership and emotional intelligence to help organizations build a strong foundation of leaders where strategic retention and engagement can thrive.
Leverage Role Identification and Deployment
Every organization requires talent that is better or more plentiful than its competitors. For many years, this talent was relegated to the categories of high-potentials or named in succession plans for critical leadership roles. While still important, these roles may not be the ones needed to leverage all the work required to move key financial and operational metrics inside your organization.
We help clients with the identification and development of their talent in positions we call leverage roles. While every business must make its own determination, from our work over the last 40 years we have seen most of these leverage roles falling into one of six categories where our solutions are specifically designed to help you identify, engage, retain and develop all for the long-term success of your firm.