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This follows up on the discussion we had at the last large lead team meeting where John Millen agreed to work on how to engage people’s “hearts and minds” in this time of transition. In the mean time, a number of events/decisions have taken place and we believe this is critical we address the questions which is in a lot of our people’s mind : “why should I stay with P&G for the next couple of years?” | Guide to Retaining Employees Why Should I Stay .or How to Engage Hearts and Minds of our People in this Chaotic Peril Back to Menu Printable Version This follows up on the discussion we had at the last large lead team meeting where John Millen agreed to work on how to engage people s hearts and minds in this time of transition. In the mean time a number of events decisions have taken place and we believe this is critical we address the questions which is in a lot of our people s mind why should I stay with P G for the next couple of years This suggest ways to convince people that they should stay and proposes action steps to make it happen successfully This recommendation is driven by feedback input from the organisation lots of one to one exit interviews culture team focus groups coaches lunch discussions south consumer team brand managers assessment of the current situation hair care hopes and fears and theories on what motivates people Mac Lelland . . Detailed feedback available if you wish. Our expected outcomes are twofold 1 we do not loose top performers or people with potential and 2 re-energise people and re-focus them on what a great Company P G is to work for. Suggested way to handle the question why should I stay Step 1 Understand the person you talk to what is important to them why they liked working with P G what has changed and why Their mobility constraints and their personal family situation are important. How they see their career prospects. In net you need to know them pretty well. If it becomes a two way discussion we have tools to help them further self assess themselves and see why P G is the right environment for them. What has worked best has been to help them understand their Myers Briggs type and therefore understand the type of company environment work that suits them best. We are a large company and we value them therefore they can get what they want need within P G. For example Stuart wanted working with people and feeling he could make
