Cogent Communications is a multinational internet service provider whose network spans more than 50,600 intercity fiber route miles and 14,200 metro fiber miles. Cogent provides service in over 145 markets across 28 countries in North America and Europe. Cogent carries approximately 25 petabytes per day of Internet traffic and connects to approximately 3,250 networks. Cogent has grown to become the second largest carrier of Internet traffic in the world with approximately 17% of the world's Internet traffic crossing its network.[citation needed]
Cogent's AS174 has one of the highest-ranked connectivity degrees on the Internet.
Also of concern are the costs of employee turnover, including hiring costs: time spent in screening, verifying credentials, references, interviewing, hiring, and training the new employee just to get back to where you started. In addition there are the hard costs of productivity loss. Replacement costs usually are 2 ½ times the salary of the individual, and may include lost customers and business and damaged morale.
The Eight Elements of the High-Retention Organization
1. Clear Sense of Direction and Purpose
2. Caring Management
3. Flexible Benefits and Schedule Adapted to the Needs of the Individual
4. Open Communication
5. A Charged Work Environment
6. Performance Management
7. Recognition and Reward
8. Training and Development
From: SAS Institute: A Calm Ship in a Sea of Turbulence
Strategies of a retention plan include:
Courtship—Addressing the initial phase of the relationship, courtship gets you, the department, and your new employee started on the right foot.
Coaching—Building confidence and competence through training, encouragement and education, coaching includes orienting, mentoring, and leading, which are critical to developing long-term loyalty.
Communication—Linking people and tasks together, communication is the open, concise exchange of information that promotes good morale and a feeling of contributing and belonging.
Compensation—Broadly and creatively viewed, compensation to employees comes in many forms above and beyond the rate of pay.
Collaboration—Working together in joint intellectual efforts, collaboration creates a sense of connection through shared experiences, responsibility, and success. Developing an employee who feels like a member of the team results in longevity.
Commitment—Demonstrate commitment through empowerment, building trust, frequent feedback, appreciation, recognition, and not taking an employee for granted.
Continuous Improvement—Updating skills, knowledge, and abilities, continuous improvement and employee development help an employee to avoid the possibility of professional obsolescence.
Samples of strategies already available or potentially available to state employees include these benefits:
• Ability to use pre-tax money for medical expenses or day care.
• Random days off (personal holidays).
• Banking flexible leave time (Sabbatical Leave).
• Pension Plans (State Retirement System and Deferred Compensation).
• Relocation aid.
• Family Leave Benefits.
Agency strategies that influence retention include:
• Employee respect.
• Involvement of employees on teams.
• Clear agency goals.
• A participative management.
• Creating partnerships with key sources such as educational institutions.
2
• A series of meetings to inform all new personnel about the advantages and benefits of a career in state government.
• Succession planning.
• Specific training for managers and supervisors.
• Mentoring.
• Valuing employees as growing investments.
• Employing innovative measures to utilize older workers.
• Developing and nurturing future leaders.
• Forecasting future staffing needs in hard to fill areas.
• Tap growing diverse elements of the workforce.
Other strategies that promote retention include:
• Employee recognition and award programs.
• Job switch days (mentoring or shadowing).
• Job sharing.
• Telecommuting.
• 360 degree feedback.
• Exit interviews (see examples).
• Surprise “spot” recognition for a job well done.
• Employee sport teams.
• Include family members in agency functions.
• On-site massages (Wellness Expo).
• Open communications—Statewide Suggestion Program, newsletters, intranet.
• Flexible schedules.
• Employee Assistant Programs (counseling for everything from drug and alcohol problems to finances).
• Onsite amenities (dry cleaning services, day care).
Communication is a process in which a message is conveyed to the receiver by the sender. The message may be or may not be in a common format or language that both the sender and receiver understand. So there is a need to encode and decode the message in the process. Encoding and decoding also helps in the security of the message. The process of communication is incomplete without the feedback.
Communication is the solution to almost everything in this world. Same applies to employee retention also.
Straight-from-the-shoulder communication is what the employees need from their employers. Employees look for organizations where communication and process are transparent. Nothing is hidden and shared with the employees.
Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job he’s doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees.
The top organizations are on the top because they value their employees and they know how to keep them glued to the organization. Employees stay and leave organizations for some reasons.
The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.
In this section we are going to study about various topics related to employee retention, why is it needed, basic practices, myths, etc. in detail.
Cogent's AS174 has one of the highest-ranked connectivity degrees on the Internet.
Also of concern are the costs of employee turnover, including hiring costs: time spent in screening, verifying credentials, references, interviewing, hiring, and training the new employee just to get back to where you started. In addition there are the hard costs of productivity loss. Replacement costs usually are 2 ½ times the salary of the individual, and may include lost customers and business and damaged morale.
The Eight Elements of the High-Retention Organization
1. Clear Sense of Direction and Purpose
2. Caring Management
3. Flexible Benefits and Schedule Adapted to the Needs of the Individual
4. Open Communication
5. A Charged Work Environment
6. Performance Management
7. Recognition and Reward
8. Training and Development
From: SAS Institute: A Calm Ship in a Sea of Turbulence
Strategies of a retention plan include:
Courtship—Addressing the initial phase of the relationship, courtship gets you, the department, and your new employee started on the right foot.
Coaching—Building confidence and competence through training, encouragement and education, coaching includes orienting, mentoring, and leading, which are critical to developing long-term loyalty.
Communication—Linking people and tasks together, communication is the open, concise exchange of information that promotes good morale and a feeling of contributing and belonging.
Compensation—Broadly and creatively viewed, compensation to employees comes in many forms above and beyond the rate of pay.
Collaboration—Working together in joint intellectual efforts, collaboration creates a sense of connection through shared experiences, responsibility, and success. Developing an employee who feels like a member of the team results in longevity.
Commitment—Demonstrate commitment through empowerment, building trust, frequent feedback, appreciation, recognition, and not taking an employee for granted.
Continuous Improvement—Updating skills, knowledge, and abilities, continuous improvement and employee development help an employee to avoid the possibility of professional obsolescence.
Samples of strategies already available or potentially available to state employees include these benefits:
• Ability to use pre-tax money for medical expenses or day care.
• Random days off (personal holidays).
• Banking flexible leave time (Sabbatical Leave).
• Pension Plans (State Retirement System and Deferred Compensation).
• Relocation aid.
• Family Leave Benefits.
Agency strategies that influence retention include:
• Employee respect.
• Involvement of employees on teams.
• Clear agency goals.
• A participative management.
• Creating partnerships with key sources such as educational institutions.
2
• A series of meetings to inform all new personnel about the advantages and benefits of a career in state government.
• Succession planning.
• Specific training for managers and supervisors.
• Mentoring.
• Valuing employees as growing investments.
• Employing innovative measures to utilize older workers.
• Developing and nurturing future leaders.
• Forecasting future staffing needs in hard to fill areas.
• Tap growing diverse elements of the workforce.
Other strategies that promote retention include:
• Employee recognition and award programs.
• Job switch days (mentoring or shadowing).
• Job sharing.
• Telecommuting.
• 360 degree feedback.
• Exit interviews (see examples).
• Surprise “spot” recognition for a job well done.
• Employee sport teams.
• Include family members in agency functions.
• On-site massages (Wellness Expo).
• Open communications—Statewide Suggestion Program, newsletters, intranet.
• Flexible schedules.
• Employee Assistant Programs (counseling for everything from drug and alcohol problems to finances).
• Onsite amenities (dry cleaning services, day care).
Communication is a process in which a message is conveyed to the receiver by the sender. The message may be or may not be in a common format or language that both the sender and receiver understand. So there is a need to encode and decode the message in the process. Encoding and decoding also helps in the security of the message. The process of communication is incomplete without the feedback.
Communication is the solution to almost everything in this world. Same applies to employee retention also.
Straight-from-the-shoulder communication is what the employees need from their employers. Employees look for organizations where communication and process are transparent. Nothing is hidden and shared with the employees.
Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job he’s doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees.
The top organizations are on the top because they value their employees and they know how to keep them glued to the organization. Employees stay and leave organizations for some reasons.
The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.
In this section we are going to study about various topics related to employee retention, why is it needed, basic practices, myths, etc. in detail.
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