Organizations and companies invest significant resources in trying to recruit their customers and new employees. Some even invest time in trying to retain them, but those who do often dedicate minimal effort, certainly nothing to what they expend on the front end of the process.

But what if we looked at retention as re-recruiting.

My real estate broker from St. Louis continues to send me postcards quarterly, even though I have not lived there for ten years. He doesn’t rely on just retaining my relationship; he actively tries to re-recruit me several times a year.

How would you treat your employees if you sought to re-recruit them? Maybe you would do more paying attention to fit, aligning their skills, offering perks and benefits, talking about opportunities for advancement. Colleges who try to re-recruit their students continue to provide academic and co-curricular experiences that engage the students and prepare them for their future. Companies that wish to re-recruit customers continue to listen, provide new products in response to that feedback and offer samples or deals to entice people to say with them.

Retention can be passive whereas re-recruiting implies action and effort.

How will you approach the relationships you are in?

 

About the Author leadership dots by dr. beth triplett

I'm the chief connector at leadership dots where I serve as "the string" for individuals and organizations. Like stringing pearls together to make a necklace, "being the string" is an intentional way of thinking and behaving – making linkages between things that otherwise appear random or unconnected – whether that be supervising a staff, completing a dissertation or advancing a project in the workplace. I share daily leadership dots on my blog to provide examples of “the string” in action. I use the string philosophy through coaching, consulting and teaching to help others build capacity in themselves and their organizations. I craft analogies and metaphors that help people comprehend complex topics and understand their role in the system. My favorite work involves helping those new to supervision or newly promoted supervisors build confidence and learn the skills necessary to effectively lead their team.

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