“Prompta Retention” is Empowering Diversity, Equity, Accessibility, and Inclusion (DEAI)

Prompta has been one of my affiliate business partners the past several years, and I do partner with them particularly when my clients need a robust employee engagement survey with a focus around diversity, equity and inclusion.  Now they have launched a new offering around retention of talent.

In the pursuit of fostering an inclusive and equitable work environment, organizations are increasingly turning to innovative solutions like Prompta Retention, which is part of the Prompta AI platform suite. This powerful tool is revolutionizing how companies address diversity, equity, accessibility, and inclusion (DEAI) by providing insights, strategies, and interventions to support the retention of diverse talent.

Comprehensive Data Analysis. Prompta Retention leverages advanced data analytics to identify patterns, trends, and potential challenges related to DEAI. By analyzing diverse data sets, including demographic information, employee feedback, performance metrics, and engagement surveys, Prompta Retention provides a comprehensive view of the organization’s DEAI landscape. This data-driven approach enables organizations to make informed decisions and target areas requiring attention. Focusing efforts on real problems not perceived issues.

Uncovering Disparities and Biases. Prompta Retention helps uncover disparities and biases that may exist within an organization culture. By identifying factors such as pay gaps, promotional imbalances, or disparities in opportunities for professional growth, Prompta Retention enables organizations to proactively address these issues. This empowers leaders to create and sustain more equitable and inclusive teams and corporate environments that value and support all employees, regardless of their background and intersectionality.

Personalized Retention Strategies. Based on the data analysis, Prompta Retention generates tailor-made retention strategies for organizations. These strategies consider the unique challenges faced by underrepresented groups and provide tailored interventions to mitigate barriers to success. By addressing the specific needs and concerns of diverse employees, Prompta Retention helps organizations create an environment where everyone feels valued, supported, and empowered to thrive.

Mitigating Unconscious Bias. Unconscious biases can hinder DEAI efforts within organizations. Prompta Retention raises awareness of these biases by providing insights into the employee lifecycle, including hiring, promotion, performance evaluations, succession planning and other HR related decision-making processes. By highlighting potential areas of bias, organizations can implement targeted programs and interventions to promote fair and objective practices, fostering a more inclusive workplace culture.

Enhancing Managerial Support. Prompta Retention offers tools and resources to enhance managerial support for diverse employees. It provides managers with insights into the lived experiences, needs, and challenges faced by their team members. This enables managers to proactively address concerns, provide personalized support, and create an inclusive work environment where every employee feels valued and supported.

Employee Engagement and Development. Prompta Retention promotes employee engagement and development by identifying opportunities for growth and advancement. It helps organizations recognize high-potential talent, foster mentorship programs, and implement career development initiatives that promote equitable opportunities for all employees. This focus on development and growth creates a more inclusive environment and supports the retention of diverse talent.

Measuring Progress and Accountability. Prompta Retention enables organizations to measure their progress in DEAI efforts over time. By tracking key metrics and analyzing the impact of interventions, organizations can hold themselves accountable for creating and sustaining positive DEIA culture change. These data-driven approaches allow organizations to continually assess and refine their DEAI goals, strategies and plans ensuring ongoing progress towards a more inclusive and equitable workplace.

Prompta Retention is a powerful tool that positively impacts DEAI efforts within organizations of all sizes. By leveraging data analytics, uncovering disparities, providing personalized strategies, mitigating biases, enhancing managerial support, and promoting employee engagement, Prompta Retention empowers organizations to foster inclusive and equitable work environments. With this innovative solution, organizations can not only attract diverse talent but also retain and support their employees, creating a culture where everyone can thrive and contribute to their fullest potential.

What Millennials REALLY want in the workplace

millenial-picNOTE: This blog contains links to the two excellent studies referenced therein!

The “Four Generations in the Workplace” discussion (see my blog on this from a few years ago) continues to be one of the hottest topics in the ever changing diversity and inclusion field. Even as the discussion really does need to focus on the various advantages each generation brings to the workplace, and how the best companies know how to build strong teams across all generations, Millennials still get a bad rap from many. I often hear comments like “I hesitate to train these young employees since they will leave within a year.” OK – I hear you, but I ask, why do millennials frequently job hop, and what are they looking for in a job?

My main point: Millennials truly desire organizations that offer them personal growth and flexible career opportunities and advancement, and if more companies invested in their younger employees, they may actually stay for the long haul!

Let me provide data from two studies.

First, Gallup Inc. has done an extensive workplace study across the generations, and issued a superb report called “How Millenials Want to Work and Live.” The Gallup study shows that only 29% of currently employed millennials are engaged at work, significantly lower than the other generations. But perhaps the issue is not “these slacker millennials,” but instead companies not providing the right value proposition for millennials in the workplace. Some key points the Gallup study makes include:
• Millennials are not just working for a paycheck, but looking for purpose in their profession.
• Millennials are not just looking for job satisfaction, but personal development.
• Millennials don’t want bosses per se, but coaches who help them grow and improve on the job.
• Millenials do view their job as an integral part of their lives.

A second study which was presented at a conference I recently attended comes from “Ultimate Software” and “The Center for Generational Kinetics” titled “Is There Really a Generational Divide at Work?” (Link to download the study.)

Though the study highlights many different aspects of generational differences and similarities in the workplace, I will focus on the career and personal development aspects. They include:

Millennials are truly seeking coaching, feedback and mentoring from their managers at work.

Millennials are truly seeking coaching, feedback and mentoring from their managers at work.

• 45% of millennials would quit a job if they didn’t see a career path they wanted at the company.
• 42% of millennials want feedback from their superiors at work, which is double the other generations. And most frequently, they seek the feedback so they grow professionally.
• One statistic consistent across all generations – 33% of employees knew whether they would stay long term or not at their company after being on the job for one week or less.

Both these studies underscore the importance of skills and career development in the workplace, especially among the millennial generation. Some of my clients using my innovative career mapping process have verified this point – when they present an overview of career development and potential at new employee orientation, it is met with resounding enthusiasm. Providing a robust system to assist employees with career development is a key tactic to increase employee engagement and retention.

Please contact me today for more information on the Total Engagement Career Mapping Offering and to set up a call so we can explore how this offering could fit within your organization.