ARE YOUR BEST PEOPLE PREPARING TO QUIT?
LIVE WEBINAR:
THURSDAY, SEPTEMBER 5TH
12:00 PM EASTERN (9:00 AM PACIFIC)
RECORDING INCLUDED:
AFTER THE WEBINAR, YOU GET ACCESS TO THE RECORDING TO WATCH AS MANY TIMES AS YOU WANT FOR 6 MONTHS!
Even if you can't make the date of the live event, register anyway so you get access to the recording!
LENGTH OF WEBINAR:
1 Hour
RECORDING ACCESS:
6 Months Access
Imagine how difficult your life would be if your high performers walked out the door...
...well the shocking truth is that in 42% of companies, your "high performers are LESS ENGAGED than low performers!" And that means a lot of your best people could be on the verge of quitting!
This LIVE WEBINAR (with the included recording) will show you how to diagnose the turnover risk of your best people and gives you a step-by-step plan to re-engage and inspire them immediately!
THIS 1 HOUR LIVE WEBINAR (WITH THE INCLUDED RECORDING)
"ARE YOUR BEST PEOPLE PREPARING TO QUIT?" will teach you...
THE 01 HOUR DEMAND COURSE
THE SCIENCE OF TAKING THE PAIN OUT OF PERFORMANCE REVIEWS will teach you...
THE 01 HOUR DEMAND COURSE
THE SCIENCE OF TAKING THE PAIN OUT OF PERFORMANCE REVIEWS will teach you...
THIS 1 HOUR LIVE WEBINAR (WITH THE INCLUDED RECORDING)
"ARE YOUR BEST PEOPLE PREPARING TO QUIT?" will teach you...
- The shocking new data on just how many high performers are getting ready to quit!
- The 3 psychological drivers that high performers have (that middle and low performers often lack)
- How to build trust and get candid feedback from your high performers
- The surprising type of goals that high performers require (that are radically different from low and middle performers)
- How to assess high performers' perception of the costs and benefits of working for this organization
- The surprising analytics that reveal why high performers are often LESS ENGAGED than low performers!
- An effective "retention" conversation script and the best time and place to hold that conversation (using our famous Shoves & Tugs model)
- How to know when our conversations with high performers are NOT hitting the most critical issues
- How to tell if one of your stars is contemplating leaving
- What to do when your high performers seem "maxed out"
- AND SO MUCH MORE....!
THIS COURSE INCLUDES 5 EXCLUSIVE BONUSES!
SHOCKING NEW DATA ON JUST HOW MANY HIGH PERFORMERS ARE GETTING READY TO QUIT!
A new analysis from Leadership IQ, using an advanced statistical technique called k-means clustering, has discovered that traditional employee engagement statistics are dangerously outmoded and overly simplistic because they're missing a huge component of employee engagement; namely, employee motivation. So you'll get the latest data that shows you exactly where you should be focusing your engagement efforts, especially with your high performers.
THE SURPRISING ANALYTICS THAT REVEAL WHY HIGH PERFORMERS ARE LESS ENGAGED THAN LOW PERFORMERS!
Leadership IQ recently conducted a study of 207 organizations where we matched engagement survey data with employee performance appraisal results. The annual performance evaluation ratings were provided by the organizations, and the engagement scores came from our employee engagement survey. Our study found that in 42% of the organizations, high performers were less engaged than low performers.
The 3 psychological drivers that high performers have (that middle and low performers often lack)
The psychology of high performers is often different than that of other employees. High performers will typically have more Achievement and Adventure drivers, and less Affiliation and Security drivers, than average employees. And if their managers don't pay attention to this psychology when they're assigning work, giving recognition, etc., they further risk demotivating their high performers.
the "retention" conversation script based on our famous Shoves & Tugs model
Everybody has shoves and tugs. Shoves are those issues that demotivate you, drain your energy, stop you from giving maximum effort, and make you want to quit—they “shove” you out the door. Tugs are those issues that motivate and fulfill you, make you want to give maximum effort, and keep you coming back every day—they “tug” at you to stay. You'll learn how to use these Shoves & Tugs questions to keep your high performers motivated, inspired and engaged!
The surprising type of goals that high performers require (that are radically different from low and middle performers)
Because of their ambition, and unique motivational drivers, High Performers need very different goals than the average employee. In fact, the normal developmental goals given to all employees are actually TERRIBLE for high performers. The latest data shows that only 15% of people think their goals for this year will help them achieve great things. And that means our best people are going to get bored and frustrated. So you'll learn how to implement the goal-setting process that High Performers need!
THIS WEBINAR INCLUDES 5 EXCLUSIVE BONUSES!
SHOCKING NEW DATA ON JUST HOW MANY HIGH PERFORMERS ARE GETTING READY TO QUIT!
A new analysis from Leadership IQ, using an advanced statistical technique called k-means clustering, has discovered that traditional employee engagement statistics are dangerously outmoded and overly simplistic because they're missing a huge component of employee engagement; namely, employee motivation. So you'll get the latest data that shows you exactly where you should be focusing your engagement efforts, especially with your high performers.
THE SURPRISING ANALYTICS THAT REVEAL WHY HIGH PERFORMERS ARE LESS ENGAGED THAN LOW PERFORMERS!
Leadership IQ recently conducted a study of 207 organizations where we matched engagement survey data with employee performance appraisal results. The annual performance evaluation ratings were provided by the organizations, and the engagement scores came from our employee engagement survey. Our study found that in 42% of the organizations, high performers were less engaged than low performers.
THE 3 PSYCHOLOGICAL DRIVERS THAT HIGH PERFORMERS HAVE (THAT MIDDLE AND LOW PERFORMERS OFTEN LACK)
The psychology of high performers is often different than that of other employees. High performers will typically have more Achievement and Adventure drivers, and less Affiliation and Security drivers, than average employees. And if their managers don't pay attention to this psychology when they're assigning work, giving recognition, etc., they further risk demotivating their high performers.
THE "RETENTION" CONVERSATION SCRIPT BASED ON OUR FAMOUS SHOVES & TUGS MODEL
Everybody has shoves and tugs. Shoves are those issues that demotivate you, drain your energy, stop you from giving maximum effort, and make you want to quit—they “shove” you out the door. Tugs are those issues that motivate and fulfill you, make you want to give maximum effort, and keep you coming back every day—they “tug” at you to stay. You'll learn how to use these Shoves & Tugs questions to keep your high performers motivated, inspired and engaged!
THE SURPRISING TYPE OF GOALS THAT HIGH PERFORMERS REQUIRE (THAT ARE RADICALLY DIFFERENT FROM LOW AND MIDDLE PERFORMERS)
Because of their ambition, and unique motivational drivers, High Performers need very different goals than the average employee. In fact, the normal developmental goals given to all employees are actually TERRIBLE for high performers. The latest data shows that only 15% of people think their goals for this year will help them achieve great things. And that means our best people are going to get bored and frustrated. So you'll learn how to implement the goal-setting process that High Performers need!
THIS WEBINAR INCLUDES 5 EXCLUSIVE BONUSES!
SHOCKING NEW DATA ON JUST HOW MANY HIGH PERFORMERS ARE GETTING READY TO QUIT!
A new analysis from Leadership IQ, using an advanced statistical technique called k-means clustering, has discovered that traditional employee engagement statistics are dangerously outmoded and overly simplistic because they're missing a huge component of employee engagement; namely, employee motivation. So you'll get the latest data that shows you exactly where you should be focusing your engagement efforts, especially with your high performers.
THE SURPRISING ANALYTICS THAT REVEAL WHY HIGH PERFORMERS ARE LESS ENGAGED THAN LOW PERFORMERS!
Leadership IQ recently conducted a study of 207 organizations where we matched engagement survey data with employee performance appraisal results. The annual performance evaluation ratings were provided by the organizations, and the engagement scores came from our employee engagement survey. Our study found that in 42% of the organizations, high performers were less engaged than low performers.
THE 3 PSYCHOLOGICAL DRIVERS THAT HIGH PERFORMERS HAVE (THAT MIDDLE AND LOW PERFORMERS OFTEN LACK)
The psychology of high performers is often different than that of other employees. High performers will typically have more Achievement and Adventure drivers, and less Affiliation and Security drivers, than average employees. And if their managers don't pay attention to this psychology when they're assigning work, giving recognition, etc., they further risk demotivating their high performers.
THE "RETENTION" CONVERSATION SCRIPT BASED ON OUR FAMOUS SHOVES & TUGS MODEL
Everybody has shoves and tugs. Shoves are those issues that demotivate you, drain your energy, stop you from giving maximum effort, and make you want to quit—they “shove” you out the door. Tugs are those issues that motivate and fulfill you, make you want to give maximum effort, and keep you coming back every day—they “tug” at you to stay. You'll learn how to use these Shoves & Tugs questions to keep your high performers motivated, inspired and engaged!
THE SURPRISING TYPE OF GOALS THAT HIGH PERFORMERS REQUIRE (THAT ARE RADICALLY DIFFERENT FROM LOW AND MIDDLE PERFORMERS)
Because of their ambition, and unique motivational drivers, High Performers need very different goals than the average employee. In fact, the normal developmental goals given to all employees are actually TERRIBLE for high performers. The latest data shows that only 15% of people think their goals for this year will help them achieve great things. And that means our best people are going to get bored and frustrated. So you'll learn how to implement the goal-setting process that High Performers need!
THIS COURSE IS TAUGHT BY
MARK MURPHY, FOUNDER OF LEADERSHIP IQ
ABOUT MARK MURPHY
Through his groundbreaking research, Mark Murphy has created some of the biggest ideas in leadership. He’s a New York Times bestselling author, weekly contributor to Forbes and CNBC, ranked as a Top 30 Leadership Guru and the Founder of Leadership IQ.
He’s trained leaders at the United Nations, Harvard Business School, the Clinton Foundation, Microsoft, MasterCard, SHRM, and hundreds more organizations
Mark leads one of the world’s largest leadership skills studies, and his work has appeared in The Wall Street Journal, The New York Times, Fortune, Forbes, Bloomberg BusinessWeek, and U.S. News & World Report. Mark has also appeared on CNN, NPR, CBS News Sunday Morning, ABC’s 20/20, and Fox Business News.
Mark’s most recent book was Truth At Work: The Science Of Delivering Tough Messages. Before that, he wrote the New York Times bestseller, Hundred Percenters: Challenge Your People to Give It Their All and They’ll Give You Even More. Before that, his book Hiring for Attitude was featured in Fast Company, The Wall Street Journal, and chosen as a top business book by CNBC.
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