Assurant is a specialty insurance company headquartered in New York City. Assurant’s four businesses provide a wide range of insurance products and related services, including creditor-placed homeowners insurance, manufactured housing homeowners insurance, credit insurance, individual health and small employer group health insurance, group dental insurance, group disability insurance, group life insurance, pre-funded funeral insurance, and extended warranties for electronics, appliances, and vehicles. The Fortune 500 company distributes its insurance products and services through various distribution channels
In keeping with other research on employee retention and motivation, the survey found that remuneration is not the main contributing factor in staff retention. Other factors are:
Being listened to by management;
Opportunity for development; and
Interest in, and enjoyment of, the job.
Other research on employee motivation indicates that more important than remuneration are:
A sense of doing something worthwhile and important;
Communication;
Recognition;
A growing desire for flexible work practices and improved work/life balance;
One-on-one mentoring;
Secondment opportunities for special assignments;
Structured performance management; and
Shares or equity in the business.
It is not uncommon for pay to come last in a list of the 10 most important motivating factors.
About 30% of the causes of attrition are pull factors such as a desire to travel, change careers, care for children full-time and return to study. The organisation cannot control these. The other 70% are known as push factors - the organisation itself causes the worker to want to leave. About 70% of that 70% can be attributed directly or indirectly to the employee's manager. Key causes of attrition include not only irascible and mercurial behaviour, but a lack of:
Fairness, loyalty and support;
Recognition and fair attribution of credit; and
Timely performance feedback.
The program is based on The Rethinking Retention Model, the first research-based, comprehensive way for keeping your best people. It presents candidates with a process-driven approach, moving away from dress-down Fridays to establishing the right retention-based processes that are practiced daily. The program’s hands-on, step-by-step approach is based on 3 specific principles, 7 proven strategies, and more than 300 tested employee retention solutions based on extensive research into virtually all known studies and best practices that produce retention improvement.
Bringing Proven, Measurable Employee Retention Success to Your Organization
Core to the model’s strength is that it guides users to implement employee retention strategies in the same, process-driven ways as they do for sales, service, quality, and safety, with top-down goals and accountability.
The model is reinforced by best employee retention practices at such organizations as Wegmans, HealthOne, PetCo, Hard Rock, Hilton, MITRE, Wyndham, Whole Foods Market, and other top people-management companies.
The Retention Institute Blog
Throughout the program, candidates have 24-hour access to the Retention Institute blog. All candidates are encouraged to report their successes and questions through the blog so their peers can benefit and share solutions. Dick Finnegan checks this blog daily and makes frequent suggestions, and he invites guest bloggers to join as well.
Through The Retention Institute, you have the opportunity to directly address the problem of employee turnover as it exists in your company and apply the The Rethinking Retention ModelSM to your unique circumstances for increased employee retention – which, together with increased productivity, is the ultimate goal of every HR executive.
In keeping with other research on employee retention and motivation, the survey found that remuneration is not the main contributing factor in staff retention. Other factors are:
Being listened to by management;
Opportunity for development; and
Interest in, and enjoyment of, the job.
Other research on employee motivation indicates that more important than remuneration are:
A sense of doing something worthwhile and important;
Communication;
Recognition;
A growing desire for flexible work practices and improved work/life balance;
One-on-one mentoring;
Secondment opportunities for special assignments;
Structured performance management; and
Shares or equity in the business.
It is not uncommon for pay to come last in a list of the 10 most important motivating factors.
About 30% of the causes of attrition are pull factors such as a desire to travel, change careers, care for children full-time and return to study. The organisation cannot control these. The other 70% are known as push factors - the organisation itself causes the worker to want to leave. About 70% of that 70% can be attributed directly or indirectly to the employee's manager. Key causes of attrition include not only irascible and mercurial behaviour, but a lack of:
Fairness, loyalty and support;
Recognition and fair attribution of credit; and
Timely performance feedback.
The program is based on The Rethinking Retention Model, the first research-based, comprehensive way for keeping your best people. It presents candidates with a process-driven approach, moving away from dress-down Fridays to establishing the right retention-based processes that are practiced daily. The program’s hands-on, step-by-step approach is based on 3 specific principles, 7 proven strategies, and more than 300 tested employee retention solutions based on extensive research into virtually all known studies and best practices that produce retention improvement.
Bringing Proven, Measurable Employee Retention Success to Your Organization
Core to the model’s strength is that it guides users to implement employee retention strategies in the same, process-driven ways as they do for sales, service, quality, and safety, with top-down goals and accountability.
The model is reinforced by best employee retention practices at such organizations as Wegmans, HealthOne, PetCo, Hard Rock, Hilton, MITRE, Wyndham, Whole Foods Market, and other top people-management companies.
The Retention Institute Blog
Throughout the program, candidates have 24-hour access to the Retention Institute blog. All candidates are encouraged to report their successes and questions through the blog so their peers can benefit and share solutions. Dick Finnegan checks this blog daily and makes frequent suggestions, and he invites guest bloggers to join as well.
Through The Retention Institute, you have the opportunity to directly address the problem of employee turnover as it exists in your company and apply the The Rethinking Retention ModelSM to your unique circumstances for increased employee retention – which, together with increased productivity, is the ultimate goal of every HR executive.
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