Nice cast, and I think it may have saved me from making a mistake ;-) ... we have a two day offsite and I was placed in charge of 'games', along with a presentation on retention... General comment was that at times it did seem a bit "soap box" (ish) however it does prove that you're obviously passionate about sharing the practice of what you preach - something that I think we all appreciate, and why we all stay loyal listeners.
I've lobbied to reduce the number of 'games', however in the interest of not patronising the attendees, have had to concede to a few... I have also been able to stop the need for people to have 15 minute trivia sessions, and Soduko competitions that only seem to serve the main protagonists interests... It stuns me that the whole event is costing over AUD$50k (without opportunity costs as we are not managing our teams) and the return is so limited... why why [b]why [/b]:roll: (I'd have prefferred to come to yours, and bring others :D )
Needless to say, the views of my colleagues on methods of increasing retention are not the same as yours (your podcast on the subject contributed greatly to my team having a turnover of 50% last year - prior to me - improving to 25% so far this year - results speak :wink: ). I agree with your need to provide [i]effective[/i] feedback, coaching, and direction, also that there needs to be a suite of achievable goals. These goals need to be outlined in the performance agreement.
My current employer has an all or nothing approach to bonuses, and commonly rewards based on items not even hinted at in the Performance agreement... with no tie to Group, team, and individual success... I'd be interested in any comments you have on structuring of bonus systems...
I'll write back with how it goes :?