In my previous role, I worked with an employee who was struggling with performance due to personal issues. I conducted a thorough needs assessment, identified resources, and developed a tailored support plan. This included coaching, connecting them with an Employee Assistance Program, and adjusting their workload. Over time, their performance improved, and they remained employed. This experience reinforced my belief in the importance of personalized support and proactive intervention.

I prioritize cases based on the severity of the issue and the potential impact on the employee's job stability. I use a case management system to track progress and ensure timely follow-ups. Regular check-ins and clear communication with both the employee and their manager help me stay organized and responsive. I also collaborate with HR and other departments to leverage resources effectively.

Building trust starts with creating a safe and non-judgmental environment. I listen actively, show empathy, and assure confidentiality. I also demonstrate credibility by sharing relevant success stories and explaining how I can help. Offering flexible support options, such as virtual meetings or anonymous resources, further encourages employees to open up.

When an issue falls outside my expertise, I assess whether it requires a referral to a specialist or another department. I ensure the employee understands the referral process and remains involved. I also follow up to confirm they received the necessary support and address any remaining concerns. This approach maintains continuity and ensures the employee feels supported throughout.

I believe collaboration with managers is key to successful retention. I provide them with clear, actionable insights based on employee feedback and performance data. I also offer training on retention strategies and how to address common challenges. Regular communication and joint problem-solving sessions help align our efforts and create a supportive work environment for employees.