Andertoons6760-largeIn this month’s Employees: Assets or Liabilities?article we will discuss the top four signs you are about to lose employees and what to do about it.

Interested? Read on.

Retention and onboarding are two extremely key efforts that every business owner, employer and Fortune 500 company needs to do. Why? Because without effective strategy, plans, and actions in these areas you will experience high employee turnover.

[quotesright]What are the clues[/quotesright] to your employees being disengaged, uninterested, and not driving your business’ vision, mission, and purpose in their work? They may not be what you think they are.

Rather than reacting by replacing them with new employees or just dealing with it, develop proactive strategies.

The top four signs that identify employees at risk are:

  1. They feel distanced from colleagues,
  2. They do not feel they are doing meaningful work,
  3. They feel they do not fit in, and
  4. They feel they are not recognized for their work.

Let’s look at simple, effective strategies to address each of the four signs.

Strategies for the four signs

  1. They feel distanced from colleagues.
    1. Take time to get to know your employees and pay attention to your employee’s relationships with one another. Intervene if you see problems.
  2. They do not feel they are doing meaningful work.
    1. Help your employees understand how their work helps your company meet its goals. How does what they specifically do relate to the vision, mission and purpose of your business? Find out what they want to do within your company and help them create a development plan so they have a path to achieve it.
  3. They feel they do not fit in.
    1. Hiring people who fit in with your culture, vision, mission, and purpose is critical to retention. If existing employees feel alienated in your culture and with co-workers, look for ways your employees can collaborate and use their skills to support others.
    2. Secondarily, LIVE, EAT and BREATHE your culture.
  4. They feel they are not recognized for their work.
    1. Make it a habit to point out your employees’ hard work and your appreciation for it in front of their peers. Providing genuine appreciation and recognition is the “cherry on top” for most employees. Small, tangible gestures like lunch with the boss also goes a long way.

At the beginning of your employee relationship is their onboarding. Start now to bring on employees effectively and improve your retention. [quotesright]How do you bring new employees onboard effectively? [/quotesright]


  1. Be clear with new employees about objectives, timelines, roles and responsibilities.
  2. Use milestones up to one year after hire to check on employee progress.
  3. Implement the basic work essentials prior to the first day on the job.
  4. Include key stakeholder meetings as part of your onboarding program.
  5. Be sure your program is consistently implemented.
  6. Ensure that your program is monitored over time.
  7. Engage stakeholders in onboarding planning.
  8. Use technology to facilitate the process.
  9. Make the first day on the job special.
  10. Use formal orientation programs.
  11. Develop a written onboarding plan.
  12. Make onboarding required and participatory.

This is an excellent opportunity for you to start a process that will allow you to work on your business vs. in your business. It will provide you with Employees who are Assets NOT Liabilities.

When this happens you know you have…

“EMPLOYEES who are ASSETS and not Liabilities.”

If you need training, help or assistance setting up this up, implementing it, and accountability following it, we need to talk: Call: USA: 877.433.6225 or Email:

- By: Mark R Steinke – Elite Business Coach / Area Representative
Focal Point Business Coaching of Pennsylvania