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The Practice Management Knowledge Community (PMKC) identifies and develops information on the business of architecture for use by the profession to maintain and improve the quality of the professional and business environment.  The PMKC initiates programs, provides content and serves as a resource to other knowledge communities, and acts as experts on AIA Institute programs and policies that pertain to a wide variety of business practices and trends.


  • 1.  Practices in Employee Retention

    Posted 07-19-2023 10:41 PM
    Edited by Michael R. Perez AIA 07-20-2023 09:54 AM
    In today's competitive business landscape, one of the most crucial factors for an organization's success is its ability to retain talented and dedicated employees. Talented individuals are the backbone of any thriving firm and retaining them is paramount to fostering a positive and productive work environment. In this post, I'll explore the most up-to-date practices on retaining good employees, focusing on leadership, career development, and special benefits that influence their decision to stay or move on.
    1. Strong Leadership:
    Effective leadership is the cornerstone of employee satisfaction and retention. A supportive and inspirational leadership style encourages employees to feel valued and motivated. Leaders should communicate clearly, provide regular feedback, and create a culture that promotes growth and collaboration. When employees feel that their contributions are recognized and valued, they are more likely to stay committed to the organization.
    2. Career Development Opportunities: 
    Offering career development opportunities is vital in retaining top talent. Employees seek growth and the chance to enhance their skills. Encouraging internal mobility, mentorship programs, and continuous learning opportunities demonstrates a commitment to employee growth. When employees feel they have a path for advancement within the organization, they are more likely to invest in their long-term success with the company.
    3. Special Benefits and Perks: 
    Beyond salary, special benefits and perks play a significant role in an employee's decision to stay with a company. These may include flexible work hours, remote work options, wellness programs, paid parental leave, and comprehensive healthcare benefits. Providing such benefits demonstrates care for employee well-being and work-life balance, contributing to a positive work culture.
    Key Benefits to Influence Employee Retention:
    • Competitive Compensation: Offering competitive salaries and bonuses is essential to attract and retain top talent. Regular market analysis can help ensure that your compensation packages remain competitive.
    • Work-Life Balance: Fostering a healthy work-life balance through flexible work arrangements and generous paid time off can greatly improve employee satisfaction and loyalty.
    • Professional Development: Investing in employees' professional growth through training, workshops, and mentorship programs shows a commitment to their career advancement.
    • Recognition and Rewards: Recognizing employee achievements and providing rewards for exceptional performance can boost morale and motivation
    • Employee Assistance Programs: Providing support for mental and emotional well-being can positively impact employee loyalty and engagement. This has been an incredible benefit in my experience. 
    Improving Existing Benefits Practices:
    • Survey and Listen: Conduct regular employee surveys to understand their needs and preferences. Actively listen to their feedback and implement changes based on the insights gained.
    • Personalized Benefits: Tailor benefits to cater to the unique needs of your employees. A one-size-fits-all approach may not resonate with all staff members.
    • Promote a Healthy Work Culture: Foster an inclusive and positive work culture where employees feel respected, supported, and valued.
    • Transparent Communication: Be transparent about company policies, changes, and future plans. Open communication builds trust and enhances employee loyalty.
    • Performance-Based Incentives: Offer incentives tied to individual and team performance. This encourages employees to strive for excellence and reinforces a sense of achievement.
    To summarize, prioritizing leadership, career development, and special benefits is essential in retaining good employees. By recognizing the significance of these factors and continually improving existing benefits practices, organizations can create an environment where talented individuals are motivated to stay and contribute to long-term success.
    Your thoughts and experiences on employee retention are invaluable. Let's engage in a constructive discussion to exchange insights and best practices in the comments below. Together, we can shape a more empowered and fulfilled workforce!

    Michael Perez AIA

    Safety Assessment Program Evaluator Training 2023, December 6 and 7. Earn 6.5 LUs HSW

  • 2.  RE: Practices in Employee Retention

    Posted 07-24-2023 09:10 AM

    Great set of insights on policies that aid in both recruiting and retention. As a member of a task force on inclusive pathways into the profession, have solid and transparent polices such as those you've outlined have resonance with those seeking to join an organization. Thanks so much for posting! 

    Rebecca W.E. Edmunds AIA
    President, Communicate Design
    Roanoke VA

    Safety Assessment Program Evaluator Training 2023, December 6 and 7. Earn 6.5 LUs HSW

  • 3.  RE: Practices in Employee Retention

    Posted 07-26-2023 03:06 PM

    Such a complex topic and this post was admirably concise. Policy Manuals provide guidelines and guardrails, but there is nothing like taking the time to understand and empathize with your employees needs and goals to optimize the relationship. We all do it a little differently. As an employer over the years, I have tried to encourage my employees to articulate their goals. Pulling that out without prying is an art in itself. Identifying shared values is an important part of that process.


    Lynn Fritzlen AIA


    Sent from Mail for Windows


    Safety Assessment Program Evaluator Training 2023, December 6 and 7. Earn 6.5 LUs HSW