Retention Strategies that WORK!
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Retention Strategies that WORK! . Presented by Sarah Stevens Sr. Human Resource Consultant . VS. What Doesn’t Work . What Happened? . Agenda. Hire for Fit Define your Culture Support Work life/Balance Get Rid of Bad Managers Connect your People Conduct Stay Interviews .

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Retention strategies that work

Retention Strategies that WORK!

Presented by

Sarah Stevens

Sr. Human Resource Consultant


Vs what doesn t work

VS. What Doesn’t Work


What happened

What Happened?


Agenda

Agenda

  • Hire for Fit

  • Define your Culture

  • Support Work life/Balance

  • Get Rid of Bad Managers

  • Connect your People

  • Conduct Stay Interviews


Hire for fit

Hire For FIT!

You can teach people skills, but it's very hard to teach fit!

“89% of hiring failures are due to poor cultural fit.”


Hire for fit1

Hire For Fit!

Interview Questions that Assess Fit:

  • If I called three people who have worked with you, how would they describe you?

  • What makes you stand out from others?

  • When have you been most satisfied in your career?

  • What is your definition of integrity? (Insert your company’s values)

  • What is it people don’t like about you?

  • What did you enjoy most/least at your previous job?

  • Describe your ideal work environment?

  • What are your passions? How do your passions tie to the mission of this organization?

  • What qualities do you look for in a supervisor? In a colleague? In a supervisee?


Bad hires

Bad Hires

CareerBuilder Survey:

  • Lost time to recruit and train another worker – 39%

  • Less productivity – 38%

  • Lost money to recruit and train another worker – 37%

  • Had a negative effect on employee morale – 30%

  • Had a negative effect on client relations – 21%

  • Fewer sales – 11%

  • Legal issues – 9%


Hire for fit2

Hire for Fit!

The Costs of Hiring A Bad Fit:

  • Lost time to recruit and train another worker

  • Less productivity

  • Cost to recruit and train another worker

  • Employee morale negatively affected

  • Negative impact on client relations

  • Some experts estimate the cost of a bad hire can be 3 to 5 times the original salary


Hire for fit3

Hire For Fit!

Get Rid of Bad Culture Fits Quickly!


Define your culture

Define Your Culture

Don’t make the mistake of thinking that corporate culture is some airy-fairy thing that doesn’t really matter.


Google the big s mall c ompany

GOOGLE – The Big Small Company


Google the big small company

GOOGLE – The Big Small Company

  • We want to work with great people

  • Technology innovation is our lifeblood

  • Working at Google is fun

  • Be actively involved; you are Google

  • Don’t take success for granted

  • Do the right thing; don’t be evil

  • Earn customer and user loyalty and respect

  • Google cares about and supports the communities where we work and live

  • We aspire to improve and change the world


Zappos pleasure passion and purpose

Zappos - Pleasure, Passion and Purpose


Zappos pleasure passion and purpose1

Zappos - Pleasure, Passion and Purpose

  • Deliver WOW Through Service

  • Embrace and Drive Change

  • Create Fun and A Little Weirdness

  • Pursue Growth and Learning

  • Build a Positive Team and Family Spirit

  • Be Passionate and Determined

  • Be Humble

  • Do More With Less

  • Build Open and Honest Relationships With Communication

  • Be Adventurous, Creative, and Open-Minded


Ameriben iec group

AmeriBen/IEC Group

  • Core Purpose: Changing Lives by Developing Great Leaders in Family, Work, Community and the World.

  • Core Values:

    • Integrity

    • Initiative

    • Good Judgment

    • Team Work


Ameriben iec group1

AmeriBen/IEC Group


Ameriben iec group2

AmeriBen/IEC Group


The glassdoor

The Glassdoor

  • Walmart: “Appreciate your associates and take the time to listen to them when needed.” (2,481 Reviews)

  • Home Depot: “It‘s horrible. Company is more concerned about profit and doesn't care about employees.” (1,586)

  • Mastercard: “It is a fear based culture, driven by a ubiquitous old boys network. The culture does not promote accountability or in some cases even plain logic. It isn't a huge company and yet it is a bit like working for a government agency.” (88)

  • Google: “Please carry on with the same work culture and atmosphere!”

    (869)

  • McDonalds: “Hire better managers and employees by offering better wages, just like the saying goes, you get what you pay for.” (789)

  • Zappos: “Amazing culture! My experience was life changing!” (35)


Defining your company culture

Defining Your Company Culture

Company Culture is the Company’s Personality!

  • What do you believe in?

  • What do you value?

  • What is important to you?

  • What do you want the work environment to feel like?

  • What do you want the work environment to look like?

  • What is it like to work for your company?

  • What do you expect from your employees?

  • What makes your company different or unique ?

  • What behaviors characterize those who are successful at this company?

  • How do you want customers to feel after doing business with your company?


Defining your company culture1

Defining Your Company Culture

  • In Job Ads

  • In Orientations

  • During Meetings

  • Via Email

  • In the Interview

  • At Company Sponsored Events

  • When Communicating with Clients


Work life balance

Work/Life Balance


Work life balance1

Work/Life Balance

  • Bain & Company’s Survey: Flexible job options increase retention in male employees by 25% and increase retention in female employees by 40%.


Work life balance2

Work/Life Balance

Definitions of Flexible Work Arrangements:

  • Flextime: Employees set the start and finish time of their workday (within parameters established by their employer).

  • Telecommute: Employees do not have a desk in a central office (and typically work from home or some other non-office setting).

  • Compressed Work Week: Employees work longer hours, completing their weekly hours in fewer days.

  • Job Sharing: Two or more employees share the responsibilities of one job, alternating work days.

  • Results- or Goal-Oriented: Employees have no set hours, but are expected to complete projects or meet goals within a specific timeframe.


Work life balance3

Work/Life Balance

  • Sun Microsystems, Inc. - 40 percent of Sun employees participate in the company's "Open Work" program, in which they have the freedom to work flexible hours and off-site.

  • KPMG LLP- 70 percent of KPMG employees work flexible hours. Other components of KPMG's "culture of flexibility" include compressed work weeks and "jump-start" Fridays during the summer.

  • Best Buy Co., Inc. - 75 percent of the employees at Best Buy's corporate campus participate in Results-Only Work Environments.


Work life balance4

Work/Life Balance

  • Purina Pet Care – Bring your pets to work

  • SAS Institute – Provides on-site day care, fitness facilities, healthcare facilities

  • Facebook- Provides on-site laundry, food services, and child care.

  • Morningstar – Offers a six-week paid sabbaticals every four years and places no limit on paid vacations or sick time.

  • The Habitat Company- Established an e-mail policy that responses should only be expected during business hours, as part of an overall flexible culture.


Work life balance5

Work/Life Balance

  • Backup day care assistance and sick-child care

  • New mothers can take their child to work for the first 6 months

  • Adjust employee’s hours to their kid’s school schedule

  • Paid maternity leave for 12 weeks

  • Child care subsidy

  • School holiday leave

  • Dry cleaning pick up and drop off

  • Personal grocery shoppers

  • On-call auto mechanic

  • Hire a fitness coach/aerobics instructor

  • Parent/elder care services

  • Phased retirement

  • Allow the employee to develop their own flex plan and submit it for approval


Work life balance6

Work/Life Balance

  • Work/life balance is not a perk

  • Work/life balance equals an effective workplace

  • Not all work happens at work

  • Just because you cant see them doesn’t mean they are not working

  • Our hours are based on the industrial age – welcome to the information age!


Work life balance7

Work/Life Balance

Excuses:

  • We are too small!

  • Our CEO will never go for it!

  • We are too big!

  • A few ruined it for the rest of us.

  • Its just not our culture.

  • How do we know if they are working if we cant see them?

Answer:

Think about what keeps the executive team up at night and then position flexibility as the answer.


Work life balance8

Work/Life Balance

When you start treating people like adults, they start acting like it and work is no longer a place you go, its what you do!


What s is the 1 reason an employee leaves their job

What’s is the #1 Reason an Employee Leaves their Job?

Answer?

THEIR BOSS!


The high risk manager

The High Risk Manager

  • Lack of fairness

  • Fail to address issues

  • Unpredictable

  • Make it personal

  • Inappropriate


The high risk manager1

The High Risk Manager

  • Don't maintain discipline

  • Never heard of tact

  • Poor communication skills

  • Don't keep info confidential

  • “Buck” the system attitude


The impact of a high risk manager

The Impact of a High Risk Manager

  • Increased turnover

  • Increased stress

  • EEOC Claims:

    • Bullying

    • Hostile Work Environment

    • Harassment

    • Discrimination

    • Retaliation


The impact of a high risk manager1

The Impact of a High Risk Manager

Company Embarrassment….


Move your bad managers out

Move Your Bad Managers Out!

Remember…..

The Longer You Wait…

The Harder It Is To Terminate!


What s is the 2 reason an employee leaves their job

What’s is the #2 Reason an Employee Leaves their Job?

Answer?

No Buddy!


Connect your people

Connect Your People

Personal Relationships Run the World!

Strengthening Relationships:

  • Listen closely

  • Know your employee’s values

  • Know what is important to them


Connect your people1

Connect Your People

Personal Relationships Run the World!

Encourage Teamwork:

  • Reward team behavior over personal focus

  • Let team members solve problems together

  • Clearly state that you expect everyone to work together in a way that benefits the organization.


Connect your people2

Connect Your People

Personal Relationships Run the World!

Provide Connection Opportunities:

  • Connect People with Similar Interests

  • Getting to Know Me Programs

    • Potlucks

    • Cross Train

    • New Hire Lunch

  • Donation Programs

  • Community Involvement


Connect your people3

Connect Your People


The stay interview

The Stay Interview

The Stay Interview – What is it?

  • Target current, key employees and focus on finding out what makes these employees stay.

  • Helps companies find out what things they are doing right from a universal perspective.

  • Help managers find out what motivates each of their individual employees.


The stay interview1

The Stay Interview

The Stay Interview – Focus:

  • Focuses on finding out what makes an employee stay.

  • Conducted to prevent resignations.

  • Are more personal, one-on-one, and more of a conversation than traditional reviews.

  • Provides much more detailed information.


The stay interview2

The Stay Interview

The Stay Interview – Common Questions:

  • What are your favorite parts of your job? Least favorite?

  • What parts of your job are most challenging?

  • What are you learning here? What do you want to learn?

  • How do you like working with your co-workers?

  • What can I do to help you stay here?

  • How can I support you better?

  • What is it that keeps you here?

  • What might entice you away?

  • Is there anything you’d like to change about your job?

  • What’s your dream job and how can we incorporate some of those aspects into your current job?

  • What is one thing that would make your job more rewarding?

  • Do you feel supported?

  • Do you feel valued?

  • Are you getting enough feedback?

  • What are you struggling with?


The stay interview3

The Stay Interview

The Stay Interview – Powerful Insight!

  • Managerd need to embraces and utilizes the information they discover in the stay interviews.

  • Managers need to keep doing whatever is making the employee stay but also make adjustments (where possible) for the reasons employees may leave. Managers need to be honest with the employee and communicate what they can and can’t change.


In closing

In Closing….

  • Hire for Fit

  • Define your Culture

  • Support Work life/Balance

  • Get Rid of Bad Managers

  • Connect your People

  • Conduct Stay Interviews


Retention strategies that work

For Attending!

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