617.608.3633
Roberta Matuson
Identify the best talent in the world.
  • Identify
  • Acquire
  • Nurture
  • Retain

Roberta's Recent Publications

The Magnetic Leader

Employees don’t work for companies; they work for people. The more irresistible you are as a leader, the more pull you have for employees to want to stay and for your customers to remain loyal. Read Excerpt

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Roberta's Recent Publications

Talent Magnetism

Your company is only as good as the talent you keep. Learn the new rules for attracting top talent and getting them to stick around. Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Honored by the Washington Post as a Top 5 Business Book for Leaders.

Learn how to manage up, down, and succeed all around... Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Learn how to save your company millions by improving the quality of your hires, while improving productivity. Slash costly employee turnover.

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Resources

Why Retention Matters More Today Than Yesterday

Sure, it's an employer's market. Unemployment is the highest it has been in 26 years. So why are companies having a difficult time filling positions? And why should they think about employee retention when the line for job seekers is snaking around the building?

A recent Business Week article stated that we are in the midst of the worst recession in a generation or more, with 13 million people unemployed. There are approximately 3 million jobs that employers are actively recruiting for but so far have been unable to fill. That's more job openings than the entire population of Mississippi. So why do so many employers still believe they are in the driver's seat?

Some people mistakenly believe these openings are mostly lower level positions that Americans are not interested in doing. This is simply not the case. Employers are having a tough time finding the right candidates for positions at all levels.

According to Manpower's 2009 Talent Shortage Survey, the top five positions employers are having most trouble filling globally remain unchanged from 2008. They are as follows:

  1. skilled manual trades people
  2. sales representatives
  3. technicians (technical workers in the areas of production/operations, engineering and maintenance)
  4. engineers
  5. management/executives

Employers are trying to do more with less. They are looking for ways to accelerate their business strategies with fewer people. This means that each and every person must be able to perform the specific role (and then some) they have been hired for.

The recession is masking the demographic shifts and underlying talent shortages that are impacting the way companies and individuals view work around the world. These trends will be magnified as we begin to pull out of this economic decline. Those companies who insist on doing business as usual will be impacted the most.

Here are some changes you can make today to dramatically improve employee retention.

Treat your employees like fine antiques

Some organizations treat their furniture better than they treat their employees. Instead, think of your employees as irreplaceable found objects. This shouldn't be difficult to do, if you've done a great job of hiring.

Promote your talent

Give credit where credit is due. Try this the next time you are in a meeting with a customer. Instead of telling the customer that the department fixed their problem, give them the name of the employee who made this happen. If possible, do this in front of the employee. Don't be surprised if the room lights up.

Talk less and listen more

It is difficult to hear what people are saying if you are doing most of the talking. When asking a question, wait to receive an answer. Allow employees to be heard. Then respond accordingly.

Only ask if you really want to know something and are prepared to take action

I can't tell you how many companies ask me to help them figure out why employees are no longer responding to annual employee surveys. The answer is usually right in front of them. They ask the same questions and continue to ignore the responses. I can tell you from experience that you are better off doing things your own way, than asking for input you have no intention of using.

Retention is actually one of the few things you can control, particularly in this economy. Don't believe me? Just give it a try.

Testimonials

"Roberta's guidance has dramatically increased my ability to pull in and retain the talent we need to take our organization to the next level. She's proven to be a trusted advisor and I wouldn't hesitate to recommend her to other CEOs who are looking to accelerate..."
Tom Hopcroft, President & CEO
Mass Leadership Technology Council

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"The coaching that Roberta Matuson provided for one of our retail store managers renewed the manager’s excitement in her work, provided her with increased skills in the selection of new employees and gave her the tools she needed to better manage her staff..."
Mary G. Rahal, VP, Human Resources and Administration
Morgan Memorial Goodwill Industries, Inc.

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"Roberta was able to clearly define our project objectives and the methodology that we needed to reach those objectives. Roberta helped us pinpoint the root cause of our problem by using in-depth probing techniques that gave her access to important data we did not have..."
Amy Waryas, Director, HR
The Boston Beer Company

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"Roberta worked with us to create a comprehensive onboarding program. With her guidance, knowledge, and expert HR advise we have successfully launched our company-wide training initiative. We now assimilate new hires into the company more effectively than ever..."
Ted Winston, Co-Owner
Winston Flowers

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"When it comes to management of people, Roberta sees through all the noise and gets right to the heart of the matter..."
Mark Spitzer, President
Photonic Glass Corporation

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"As we have grown, Roberta has provided continued support to help us work through complicated personnel issues while allowing us to focus on other areas of our business. Our employment practices truly support our business goals..."
Paul M. Zavracky, Ph.D., Former President and COO
MicroOptical Corporation

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"Roberta has saved us time and energy on situations we may have needlessly wrestled with. We consider her a partner and look for her guidance often. Roberta has provided a welcomed service to Six Red Marbles..."
Sarah Smith White, President
Six Red Marbles

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"Roberta was tenacious about keeping us focused on completing our project on schedule. The finished project was comprehensive, professional and passed the scrutiny of legal experts. I would definitely use Matuson Consulting again..."
John Blake, Former COO
Advanced Results Marketing

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"Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!"
– Allison DiSiena, VP of Recruiting, Marketing, Interactive and Creative Services Division, 24 Seven Inc.

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"Roberta Matuson was our answer. She met with us, developed a plan, walked us through the process to record our policies and procedures. She helped identify areas where policies were non-existent. She then developed and produced our employee handbook. We still use it today..."
Tim Slattery, CEO
CFSmail.com

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"Roberta presented an engaging and informative webinar on “Managing Up in a Top Down World” for Northeastern University’s alumni. This thought provoking session provided practical strategies for navigating office politics and building effective relationships for career advancement. Roberta’s extensive expertise and knowledge of workplace trends was apparent as she skillfully answered a wide range of questions from participants. Her well-organized presentation made it easy for the audience to commit to implementing her advice."
Michele Rapp, Associate Director
Northeastern University

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"Roberta’s ability to provide new leaders with insights on matters that few are willing to discuss is refreshing and will serve our members well. As a CEO, I'm especially impressed with her ability to quickly distill difficult situations and provide pragmatic advice that can be quickly and successfully implemented."
Aradhna Malhotra Oliphant, President and CEO
Leadership Pittsburgh Inc.

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"I have had the opportunity to experience Roberta Matuson’s “fast track” coaching. Her candid, succinct and concise approach provided positive reinforcement toward my professional goals."
Cheryl Schondek, VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

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Talent & Your Bottom Line: The Employee Turnover Calculator

Gain access to Matuson’s complimentary Employee Turnover Calculator.

Use The Free Calculator

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