3 Reasons Employees Cheat on You, and How to Stop Getting Dumped in a Hot Job Market

Tough times can hurt a company’s health, but in a hot market just as many hearts break. As of Quarter 1 2017, global economic indicators remain positive and the job market is on fire, leaving employers worried about their talent growing hot to trot for a new stable. A recent article by Fortune revealed that 89% of employers cited retention as a critical priority (Schwabel, 2016). This article, the second in our Love and Surveys series, outlines two of the six Commitment Indicators (the C and the L from CAPLET) that let employers know whether their workforce can be lured by higher paychecks elsewhere in a boom economy. Read on, because these tips for retaining good employees may prevent your best employee from doing the tango with your competition.

Retaining Good Employees – Lock Them Down, or Lose

Spark Some Loyalty Flame

What’s the number one reason people cheat on their partner? Boredom. As in any relationship, the longer employees go steady with their job, the more likely they are to take it for granted. It is human nature. Every so often, light up the loyalty flame by surveying employees to capture what interests them now (it probably changed since

Loyalty and commitment go hand in hand in every successful partnership.

When commitment truly exists, employer and employee alike foster a strong dedication to, and defense of the organization’s long-term brand, product, service, and potential. A targeted short pulse survey can surface what employees truly value, and what they don’t.  With those insights, budgets can be shifted away from low interest programs and benefits.

More importantly, surveys can expose how a company fares with the most discerning aspect of a person’s psyche: the ego. Nothing turns a lover, or an employee, off faster than ego bashing – find out how to boost it instead and their passion will burst aflame. The ego can be a delicate thing, and surveys can inform employers about the sensitive areas that they need to steer clear of to stay out of the danger zone. With knowledge of what turns employees on, loyalty won’t crumble at the first sign of the new hottie employer on the scene.

Connected vs. Controlling

Retaining good employees, just like in any relationship, depends largely on connectedness. Promoting cohesion with an employer’s mission, goals, values, and staff makes leaving harder. But cross the line to the clingy zone and efforts may backfire; inevitably the object of desire resorts to creeping on the down low.

For example, most job offers happen while the employee is currently at work. Does that mean that companies should monitor every non work-related website an employee visits on lunch break or interrogate them after an unexplained sudden absence? Consider the futility of trying to stop everyone who wants to leave. How much energy will it take to spy like a jealous lover? Do you want to control or do you really want to stay connected?

Surveys have the power to foster real connectedness. Pierce them in the heart with Cupid’s arrow by asking better

Employee Retention Idea #45: The Recruiting Aphrodisiac

When trying to cast a spell on the best talent in a hot market, the strongest love potion is knowing the strengths of the organization. The best way to determine this is directly from employees. During the recruitment process, ask potential hires what the strengths of your company include. Take note of what catches their eye. A good fit means understanding what your potential new hire values. Ask what they would want from their team or manager. If this is a superstar, make sure their answers are given directly to their manager so requests for constructive feedback or clear iteration of deadlines can be met on day one.  Gathering intel by marrying recruitment with retention helps a company know why it’s a heartthrob in the eyes of employees, revealing the recipe for the recruiting aphrodisiac.

Loyalty, connectedness, and retaining good employees find a delicate union in the intricate chemistry of love and employee surveys. If the boom economy has your company cowering in fear of your top talent falling out of love with you, email requests@retensa.com for some advice that will keep the employee-employer love alive like a steamy scene from 50 Shades of Gratitude, while leaving cheating for the romance novels.


Schwabel, Dan. (28 December, 2016). What Employers Will Worry About in 2017. Fortune. Retrieved from http://fortune.com/2016/12/28/employers-2017-employee-retention-unemployment/


I Can’t Help Falling In Love . . . with These Employee Surveys

What makes human relationships successful? We know that the key to success in any relationship, personal or professional, is commitment – but there is more to it than just the word. Read on to learn about how commitment can be measured using intelligent employee surveys in this first installment of our Love & Surveys series. You can’t make your people fall in love with you, but you can know if they like you, or if they really, really like you.

Commitment, in or out of the workplace, is complicated. Retensa designed and validated an innovative survey methodology, named CAPLET that directly captures commitment in the modern dynamic workplace. For the last 17 years, only our clients had access to it! But we realized that was selfish, and not loving, so in honor of Alexander Graham Bell’s birthday (March 3rd), we want to communicate to the world our secret sauce for all of you to share. This is how to really take an authentic pulse of commitment in the workplace:

For relationships to last within the context of an organization, an individual must feel a sense of belonging and relatedness toward an employer’s mission, goals, values, and staff. It requires a clarity of purpose, whether or not there is a sense of relatedness (“us” not “them”) to one’s peers, where everyone is on the same team.

Morale is a delicate thing but it can be encouraged by the sense of recognition for employees. Intelligent employee surveys assess whether individuals’ believe their unique contributions to the products, services, mission, or peers are being acknowledged, valued and believed to make a difference.

Employer’s reliability in providing the tools and means to succeed encourages employees to consistently and efficiently achieve intended outcomes with impeccability. Employee surveys evaluate this and capture the extent to which management has provided their people with the resources and also inquiries about employees’ individual intentions to succeed within their environment to the best of their ability.

For commitment to fully be in place, there are certain policies, procedures and resources that can encourage dedicated and supportive employees. These employees are faithful and proud advocates of their employer. They will be prepared to defend the organization’s long-term brand, product, service, and potential because being an employee of their organization is also in their best interest. Without loyalty, motivation can crumble at the first sign of adversity, stunting the company’s growth. Employee surveys can help organizations lend an ear to their people, and suggest the best course of action.

All else equal, organizations that take the most right actions will win. Employees who are totally vested in their work, their peers’ work, and the mission of the employer, wake up excited to go to work and take ownership to further the organization’s reputation and interests. Employee surveys determine if management has gone all-in when it comes to making sure their teams are appropriately challenged by their experience while maintaining enthusiasm and a positive outlook.

Employees will trust their organization if they believe that their peers and leaders act ethically, with integrity, and in consideration of others’ needs, wants, and expectations. Without trust, people cannot help but get the sense, even subconsciously, that something is off. Trust is one of the most critical readings in an intelligent employee survey.

If you’d like to learn how you can put your thumb on the pulse of employee commitment, please email requests@retensa.com.


Posted: 3/9/2017