Motivating & Retaining Good Employees

2. Motivating & Retaining Good Employees

3. Importance of Loyalty Loyalty affects employee behavior • 81% of employees deemed loyal are likely to execute your company’s strategy in their daily work • just 38% of those who are not loyal say they will do the same • 92% of loyal employees indicate they work to make your company successful • compared to just 49% of disloyal employees The Walker Loyalty Report for Loyalty in the Workplace, 2007

4. The State of Loyalty • 34% truly loyal employees • unchanged from ‘05 • 36% are high risk • not committed to the organization and are likely to leave within two years • +2 ppts since ‘05 • 30% are “trapped” • afraid/unwilling to leave • Loyal • High Risk • Trapped • Years 3-6 are crucial for retention The Walker Loyalty Report for Loyalty in the Workplace, 2007

5. Relationship Between Ethics and Loyalty • 63% of all employees agree their company is highly ethical • 57 percent believe their senior leaders are ethical • 91% of truly loyal employees believe their organization is highly ethical • compared to just 35% of employees in the high-risk category • 89% of truly loyal employees feel their senior leaders have personal integrity • while just 31% of high-risk employees feel the same The Walker Loyalty Report for Loyalty in the Workplace, 2007

6. How to Gain Loyalty • No clear way to win loyalty with new employees • As employees’ tenure grows so does their clarity on loyalty issues • Five most important drivers of loyalty: • fairness at work • care and concern • trust in employees • feeling of accomplishment • satisfaction day-to-day • Three most important in terms of reward: • increased paycheck • work/life balance • and as employees physically age – managing healthcare costs Harris Interactive on behalf of Adecco USA 2007

7. Employees Will Come to Leaders with Their Own Action Plan • More money • Positioning themselves for a raise • they will demand clarity on what they need to accomplish • Work/Life Balance • If you as leaders don’t promote it, they’ll set their own agenda • recognize what is important to your employees • Manage personal healthcare costs • What preventative measures can your company provide to keep your employees healthy? • benefits to company include increased loyalty, reduction of healthcare costs and productivity downtime • Career Path • How does your employee’s path compare to yours for him/her?

8. Recognition and Reward Someone will always pay more than you • Solely increasing pay is never the best answer • Individual recognition is the best feel-good thing you can do -- and one of the cheapest • Create a Culture of Trust, Fairness and Communication “Breaking Down Class at the Greenbrier” Bruce Rosenberger, VP Human Resources, The Greenbrier Resort & Spa

9. Circle of Motivation & Retention

10. Circle of Motivation & Retention

11. Circle of Motivation & Retention

12. Absorb What is your employee’s first week of work like? • Projects are waiting, jump on ‘em • Sam from HR is going to talk to you about process • I’ve asked Pat to take you to lunch to get you familiarized with the office • What, we have a new employee? • A sponge: Absorbs critical information from carefully planned orientation

13. Question Circle of Motivation & Retention

14. Question • New employees or newly promoted employees need to question in order to learn • Create a culture of open communication, mentorship and discovery Registry Collection example: On the phones in the res center

15. Participation Circle of Motivation & Retention

16. Participate • Employees want to have a role in company strategy • Just ½ of all employees feel senior leaders communicate strategy well and make good decisions  • And worse, only 40% of employees feel their senior leaders inspire them • Conversely, 90% of employees who had even a small hand in creating the strategic plan expressed a sense of pride in working for their company and their leader “It is easier to buy into something you helped create”

17. Grow Circle of Motivation & Retention

18. “Challenge” Growth Good employees will become bored • Challenge them internally before they seek it externally • Ask for their opinions • Deploy for special – important - projects Bruce Rosenberger, VP Human Resources, The Greenbrier Resort & Spa

19. Teach Circle of Motivation & Retention

20. Employee to Teacher • Huge measure of success is employee who becomes the teacher for the next class of employees • You have succeeded as a leader by moving your best employees to this phase This completes the circle of motivation and retention for one and starts if for another

21. Priceless Employees Employer

22. Thank You and Questions