Employee management

Employee ManagementHow to maximize your

most valuable asset

What are we talking about?How to hold employees accountable while at the same time creating

a rewarding place to work.

Why are you here?So you can learn how to make better decisions for your business.

Who am I?My name is Maria Mayorga, and I am the strategy

director of Real Green Analytics.

What is RGA?Real Green Analytics, also known as Coalmarch, is the digital

marketing division of Real Green. We produce BackOffice and

LeadBuilder.

Why are there Legos here?Because Legos are awesome. Also, we want you to have some fun

today! This is a lot of information, but it doesn’t have to be scary!

Ready to get started?

Hold on to your pants!

Why is this important?

It cost on average $10,000 to replace an

employee. If you can avoid that, this is

why it makes sense. Source: http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/

What is the largest expense on

your P&L?

Payroll

Turnover is expensive!

For all jobs earning less than $50,000 per

year, or more than 40 percent of U.S. jobs,

the average cost of replacing an employee

amounts to fully 20 percent of the person's

annual salary.

Source: http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/

How do you measure it?

Turnover Rate

Decide your time frame for tracking.

Count the number of employees that left

Calculate the average number of

employees you had during that time.

Divide the number of people who left the

company by the average number of

employees.

Multiply that by 100 to determine the

percentage of turnover.

10 / 40 = 0.25 x 100

= 25%

Retention Rate

The number of employees who remain at

the end of the period divided by the

employees you had at the beginning.

30 / 40 = 0.75 x 100

= 75%

What can you do about it?

1. Be clear on your expectations

2. Train them

3. Review and measure

4. Pay for their performance

Be clear on your expectations

Why is this important?

Employees need to know what is

expected of them.

How do you do this?

1. Identify your company values

2. Create your company vision

3. Set expectations

1. Identify company values

Values give your company

purpose

This drastically changed our hiring

process.

HUPPSA

Well, if you say it like Huzzah, it is

kind of a cheer, and now you are

cool.

HUPPSA

H

Helpful, considerate

U

Upstanding, humble

P

Passionate, hardworking

P

Positive, fun

S

Smart, talented

A

Authentic, honest

Common core values

Values don’t just live in your head. They

should be documented and shared.

Embed the values in how you act and

make decisions.

Reinforce the values.

2. Create your company vision

Do you know what your company vision

is?

Truly great companies understand the

difference between what should never

change and what should be open for

change, between what is genuinely

sacred and what is not.

Two Parts

1. Core Values

2. Future Goals

“Our company is fanatical about our customers and

the services that we provide. Our team members

are grounded with core values of Integrity, Service

& Excellence. Integrity means that we do the right

thing even when no one is watching. Service

means that we offer exceptional service to both our

team members and our customers. “

- Triangle Pest Control

To use our knowledge and experience of inbound

marketing, website design, and marketing strategy

to help our clients succeed online and gain a

greater understanding of how internet marketing

works.

- Real Green Analytics

3. Set expectations

Position Contracts and 90 Day

Objectives

You can’t communicate all of your

expectations in the job description so it

is important you have a position contract

to emphasize the important things.

show example

90 day objectives show employees what

is expected out of them during the first 3

months and the consequences if they

don’t complete everything.

What are the benefits?

Identifying your company values puts

everyone on the same page.

Writing and sharing your company

vision gets everyone at your company

focused on the same thing.

The position contract and 90 day

objectives set your expectations for

each position.

Train!

Why is this important?

Training takes everything we have been

talking about and helps to hold everyone

accountable, from managers to

technicians.

We talk more about training in Business

Operations 201.

Raise your hand if...you have a company training plan.

How do you do it?

Step 1

Think beyond the normal certifications

Step 2

Create the material

Step 3

Create a training schedule

Step 4

Automate the training

Step 5

Don’t stop training when you get busy

What are the benefits of training?

Helps to ensure everyone is on the same

page with the company vision and

expectations.

Sets the tone for your company

Without training, you are expecting

employees to just do what you expect

without actually knowing.

Review and Measure

Why is this important?

How many of you can remember what

you had for dinner last Wednesday?

If you can’t remember that, how can you

be expected to remember an employee’s

performance without regular reviews?

It is important to review and measure

each employee’s performance

throughout the year so you can see

where they need the

most improvement.

How do you do it?

Measure progress throughout the year

Record incidents

Conduct quarterly and annual reviews

What are the benefits?

As you get larger, it becomes more

important to train your managers how to

manage so that you aren’t involved in

every aspect

of the company.

Give your managers tools to do what

you as an owner can do.

Regular communication helps to make

sure everyone is on the same page.

Regular reviews and inspections show

employees that they need to perform to

your expectations or there will be

consequences.

If a team is truly accountable, members

will identify gaps, learn new roles and

processes, and ultimately build a more

capable team.

Pay for Performance

Why is this important?

We pay for people who bring it, not just

people who show up.

We want to reward our top performers.

Attach the bonus structure to the

companies performance so that when

the company does well, so do the

employees.

How do you do it?

Step 1:

Create position summaries

Step 2:

Teach employees the fundamentals

of business

Step 3:

Identify key performance indicators for

each position to show employees what

is important and expected

Step 4:

Create incentive plans that align

employees performance to the overall

goals of the company

What are the benefits?

Too many employees believe they are

entitled to a paycheck for showing up.

This shows them that they have an impact

on the bottom line of the company.

What have you learned?

You know why it is important to

reduce turnover

You know how to measure

turnover and retention

rates.

You know how to identify your

company values

You know how to train employees,

review and measure them, and

pay for their performance.

THANK YOU!

Maria MayorgaStrategy Director, Real Green Analytics

Join me for

Turnover ReductionWe’ll talk about sourcing and hiring processes

to find your best employees!

Helpful Books

Get a free assessmenthttp://www.realgreen.com/experts

Get in touch!twitter: @mariamayorga1

linkedin: www.linkedin.com/in/mariaemayorga/

email: [email protected]

Questions?Time permitting.