In episode 51, Coffey talks with Dwan Bryant about the great retention.
They discuss the importance of creating a process that allows attracting and ultimately retaining talent; how viewing individuals as long-term assets improves engagement in the workplace; what employee engagement actually means; authenticity and transparency as tools for leaders to build stronger teams; how to address critical conversations; the importance of providing feedback; and implementing assessments such as DiSC to help build a healthy team.
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About our Guest:
Dr. Dwan Bryant is an Industrial Organizational Psychologist that serves as a Subject Matter Expert in Leadership and Organizational Effectiveness with Tarrant County College District for Corporate Solutions and Economic Development.
In this role, Dr. Bryant helps to customize solutions, for companies, tailored for specific workforce needs using strategies such as consulting, facilitation, training, and coaching. She is also an executive leadership coach and possesses an undergraduate and graduate degree in Communications.
Dwan Bryant can be reached at https://corporate.tccd.edu/
About Mike Coffey:
Mike Coffey is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.
In 1999, he founded Imperative, a background investigations firm helping risk-averse companies make well-informed decisions about the people they involve in their business.
Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies.
Mike has been recognized as an Entrepreneur of Excellence and has twice been named HR Professional of the Year.
Additionally, Imperative is included in the prestigious Best Places to Work in Texas list and has been named the Texas Association of Business’ small business of the year.
Mike lives in Fort Worth with his very patient wife. He practices yoga and maintains a keto diet, about both of which he will gladly tell you way more than you want to know.
1. Clearly define employee engagement.
2. Model authenticity and transparency in an organization.
3. Identify the attributes of an engaging and authentic leader.