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Magnet Webinars

Become a M.A.G.N.E.T. employer that
attracts and keeps its people!

Our retention framework below!

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Webinars On-Demand

Part I: M – Management Effectiveness

Facilitated by: Cara Silletto, MBA, Founder & President

High employee turnover can be affected by a myriad of factors. But no matter the company, the most beneficial place to start with retention efforts resides at the top: Improving management effectiveness.

Part II: A – Attracting & Recruiting

Facilitated by: Cara Silletto, MBA, Founder & President

Retention efforts can and should involve creating a culture where people want to work, which happens to also be a great recruiting tool. This has the double result of making sure employees already working there want to stay, and attracting plenty of new applicants for the positions that need filled. Companies need to focus on improving employer branding, job descriptions/postings, and the hiring speed and process.

Part III: G – Guidance Upon Entry

Facilitated by: Jess Ray, Workforce Retention Strategist

As companies prepare and adapt for the shorter-term workforce today, onboarding becomes an even more crucial piece to the retention puzzle. An evaluation and potential revamp of your orientation and onboarding processes may be critical for greater staffing stability moving forward.

Part IV: N – New Staffing Models

Facilitated by: Shelonda Darling, Workforce Retention Strategist

We find that oftentimes, the ways companies have been run successfully in the past no longer align with the needs and expectations of today’s new workforce. Many of our younger workforce’s top priorities in a job don’t have to do with money, but with scheduling, other incentives and career advancement: All things that effective managers can adapt to and use to retain their top talent.

Part V: E – Empowering Champions

Facilitated by: Breeda Miller, Workforce Retention Strategist

Reducing employee turnover demands an investment of time, talent, and dollars. But it also requires companies to stop playing the blame game. It’s time to take responsibility for turnover problems and build a company culture that puts retention at the forefront. It takes the entire organization to create a culture of retention, and if you aren’t intentional and proactive about building it, an unintentional culture will take over.

Part VI: T – Trust through Transparency

Facilitated by: Laura Leaton, Workforce Retention Specialist

Today’s new workforce does not blindly trust leadership: companies have to work for it. Leaders and organizations must gain the trust of their staff over time, and this process requires authenticity and good intentions. Trust is an asset, and companies should treat it as such. Trust also increases productivity, which drives the bottom line. But trust is also something where continuous effort needs to be made, because it’s a fragile concept.

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Today's workforce is quick to leave.
We train managers to be retention champions
that create a workplace where people want to stay.