Tips From A Consultant Shawnike Harden

When I was writing this earlier this week I couldn’t help but laugh to myself. I laughed because I know first hand hearing from the powers that be that there is no need to hire more people, the issue is time management. We all have been there… so much to do, not enough time, not enough staff.

What's unique or not so unique depending on the organization you work for is the reduction of staff with the same amount of work to be completed. Managers are finding themselves wearing many different hats. Some situations, honestly, we just have to make the best of because it is what it is and more places than not will have similar circumstances where roles are intertwined with one another. So, for those of you who want to stay out and bare this out, keep listening.


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We all know the benefit of retaining employees from an organizational standpoint is cost. Its costs organizations money to onboard, train, grant access with the added cost of company time to have a revolving door.

From a management perspective, high turnover can lead to or even be a result of a toxic work environment. It affects the way your team works, decreases efficiency, (because how efficient can your team really be if there's continuously a new person to keep up to date?), Morale takes a hit and we already know morale is fragile.

I totally recognize that in these, days retention has been a little difficult giving the changes that are going on with the pandemic. Whether its due to vaccination policies, exposure concerns, the pandemic effecting family life, disagreements about going back into the office, the past two years have created another barrier to retaining staff.

With all of these new uncertainties, there are still very standard ways to combat or even mitigate retention issues.


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Intent when we are speaking from an organizational standpoint, is displayed through action.

It’s not enough to just say you are going to do something, there needs to be the action and movement when addressing organizational concerns and efforts. 

Leaders can be more intentional by being real about where you are starting, getting to the root of the problem, prioritizing a solution, clarifying goals and of course keeping good communication. 

Be sure to follow the blog on intraorgconsult.com and subscribe to the "Tips From a Consultant Youtube Page" 




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This episode touches on clique culture and how to reduce the formation of them in your department. If you are having an influx of cliques in your organization, it could be an indicator of a larger issue. People form cliques to feel protection and security. Is there an underlying issue in your department that you aren't aware of?

Listen to this episode to get tips on how to mitigate workplace cliques. 



Website: www.intraorgconsult.com




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When we think of the word change it could relay to just about every and anything but if you look a little closer you can categorize change in two parts. Reactive change, which occurs after something happens and change is forced on the organization, and Proactive change which gives the organization more control.

This episode is about proactive change and suggested methods of managing that change. 


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Feedback and follow-through seem like such simple concepts at first glance, yet many organizations struggle with them. On this episode I explain the importance of collecting feedback from your employees and the necessity of following through on that feedback. Visit www.intraorgconsult.com for additional resources.

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