BLClark & Associates

Are you a high tech leader who wants to optimize employee retention and loyalty in your organization?

As a business executive, these priorities drive your professional life:

Delighting shareholders with solid financial performance.

Delighting customers with quality products delivered on time.

Delighting employees with programs and culture to earn their loyalty.

Yet each day feels like a complex juggling act

Productivity demands have everyone feeling like they are doing two jobs.

Global financial challenges make investors and customers cautious with their money.

Technical complexity and volatility create challenges getting new products out the door.

It's possible to take your eye off the ball when it comes to employee loyalty.

Then, suddenly, you learn a key employee is leaving your organization!

This gut wrenching news dwarfs the other issues of the day.

The reasons for leaving seem vague.

Despite conversations with the employee, the decision to leave remains unchanged.

You suspect the employee isn't sharing the real reason.

There are many reasons why employees leave organizations.

Some reasons are negative, perhaps based on fear.

Yet there are many positive and rational reasons why people leave.

The key is that employees are constantly assessing their workplace environment to see if it meets their needs.

Needs may be based on career.

They may be based on personal finances.

They may be about organizational culture.

Or they may be based on other things.

Bottom line: people leave because their needs aren't being met.

Meeting needs starts with a feeling of security for their job and role in your organization.

Ultimately you want your people to feel motivated and energized with their job.

How do you find out what motivates and makes your employees feel secure? You must ask them.

Your challenge is to provide your employees a safe and responsive way to tell you what meets their needs and motivates them.

Surveys don't get to the bottom of issues. It takes effective conversations with someone they trust.

You must overcome your employees' reluctance to initiate dialogue and discuss personal and private matters with their manager.

Your problem: employees may be reluctant to share personal things with their manager.

A coach can help your employees feel secure and motivated.

Coaches specialize in establishing trust, having effective conversations, and getting people to act constructively.

Coaches enable people to find their own best answers to questions, and solutions to problems.

You know only too well how expensive and disruptive it is to replace a key employee.

Coaching is one of the most cost effective employee benefits your organization can offer.

You will dramatically improve your ability to retain top talent and become known as an attractive place to work.

Employees who feel secure and motivated rarely return a call from a recruiter.

Instead, they become your most productive workers and best ambassadors.

My name is Brian Clark, and I've spent decades as a personal coach in organizations similar to yours.

The most common coaching requests were relating to career growth.

Other requests had roots in personal finances.

But lots of other stuff came up.

Helping people find ways to feel secure and motivated increases productivity and retention in your organization.

I have developed and delivered individual and group coaching programs for organizations like yours.

Personal financial coaching can help employees adopt good spending and saving habits and feel secure in their personal lives.

Career coaching can help employees strengthen their professional skills and make them feel more secure and valuable to your organization.

Individual one on one coaching can help employees deal with whatever is going on for them.

Here's what others have said:

"Brian is a great coach with an exceptional ability for diagnosing and fixing problems, a keen insight into what makes people tick, and a capacity for empathetic listening. He helped me clarify my goals, understand my strengths, and create a career plan that is attainable and within my control. If you want to clarify your objectives and get them aligned with your strengths, I recommend you work with Brian. You'll learn something about yourself and come out of the experience with a plan that's perfect for you."
Richard Orgias, Atlanta, USA

"Working with Brian, I felt both safe and challenged to dig deeply to connect the mix of strengths that are uniquely mine, and to see how they can be of benefit to others. After working with Brian, a business related idea came to me that was in complete alignment with my strengths and values. The idea is now a reality."
Ellen Kozub, TheFirstMove.net, Arizona, USA.

How do you want your employees to respond to a call from a recruiter?

When a recruiter calls, employees who feel motivated and secure say "Not interested."

If you want them to say "Not interested.", please call me for a complimentary strategy session on how a coach can boost your employee retention and loyalty metrics.

I can be reached at 905-702-1420 or at brian@blclark.com

To read about me and my project turnarounds services, visit www.blclark-turnarounds.com.