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Employee Retention Webinar
2018
Gregory P. SmithPresidentChart Your Course International [email protected] ChartCourse.com 770-860-9464
Employee Turnover
Chart Your Course International
www.Chartcourse.com
Survey conducted July 2018
80.90%
19%
Have you seen an increase in employee turnover in your
organization?
Yes No
Why are you leaving?
7.80%
45%
18.80%
45.60%
29.90%
14.10%
23.60%
Don't know
More Money44.8%
Better Benefits
Greater Opportunites
Better Management
Retirement
Other
0.00% 10.00% 20.00% 30.00% 40.00% 50.00%
What reason is causing people to leave?
Don't know More Money44.8% Better Benefits Greater Opportunites
Better Management Retirement Other
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Benefit Programs
• 66% Considering Making Changes
• 34% Expanding Personal Financial Planning
• 26% Increasing 401(k) Contributions
• 19% Increasing Pension Plans
Compensation
• 43% Addressing Pay-Gap Issues
• 36% Profit Sharing
• 21% One-Time Bonus
Employee Programs
• Training & Development
• Retirement Programs
• Adoption Services
• $1000 Bonus
Employee Development
Research the Best
http://fortune.com/best-companies/
• Turnover Less Than 4% a year
• Work life Center:
• Elder Care
• College Assistance
• Childcare Resources
• Artist in Residence
• Onsite Daycare
• Children Eat with Parents
• Automatic Pay Adjustments
• Free On-Site Healthcare
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WegmansMission statement: “Helping people live healthier, better
lives through food.”
• Spent $50 million on employee development last year
• $5 million in scholarships
• “Fulfilling” work gives them a “sense of purpose,”
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…retention of top talent is impacted most by the abilityto provide meaningful work and a culture where peopleare passionate about what they do …
Matthew W. Schuyler, Hilton’s CHRO
Source: HRE Jan/Feb 2011
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CULTUREDeploy a
Retention Strategy
Good Leadership
Recruitment & Selection
OrientationReward &
Recognition
Involvement & Engagement
Learning & Development
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A system of values and beliefs an organization holds that drives actions and behaviors and influences relationships.
Walt Disney Institute
CULTURE
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Culture“A system of values and beliefs an organization holds that drives actions and behaviors and influences relationships.”
Walt Disney Institute
DELIVERING HAPPINESS
“Delivering Happiness To Customers, Employees And
Vendors”
CREATING A GREAT CULTURE
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“Delivering Happiness To Customers, Employees And Vendors”
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ZAPPOS: LESSON’S LEARNED
Know What Makes People “Happy”
($4K)
Transparent Communication/All Hands/Twitter
Training and Continuous Learning
Progression Plans –Promotions Based
on Objective Criteria
Culture
Focus on the Culture
Happy Be Bigger
Be Part of Something Bigger
than Yourself
Autonomy Communication Training Advancement
Make decisions without getting
Management’s approval
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MILLENNIALS: WHAT DO THEY WANT?
Flexible work arrangements
21%
Corporate values match your own
15%
Attractive benefit package
31%
Good reputation
15%
Training & development
35%
Competitive wages44%
To have opportunities for professional
growth/promotion52%
Source: PWC Millennials at Work
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Once millennials stop growing, they start going.
Evan Sinar, DDI
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Reasons Retention Efforts Fail
Not connected to the vision, mission, and organizational
values
Not made part of the organizational
strategy
Not tied to the bottom line
No one held accountable &
responsible
Top leadership not involved
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RELATIONSHIP WITH THE BOSS
“The employees’ problems are our problems”
Tom Draude, USAA
Most Managers Do Not Have the
Skills & Knowledge to Retain Their Employees
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Identify and Fix the Issues
Focus groups
Exit surveys
Satisfaction surveys
Glassdoor
Talk to recruiters
Employee Empowerment
95% employees said. . .“I am willing to put in extra effort for this organization.”
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Alumni
AlumniSurveyDesign
in Process
Recruitment
Process
Survey
Hire
Intro
Period
Celebration
90-DayIntro PeriodComplete
Employee
Opinion
Survey
RandomSelection
Renew
Interviews
1 to 4Years ofService
Stay
Interviews
5 to 15Years ofService
Separation
Exit
Interview
Employee Satisfaction
Segmented according to the life cycleof an employee
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• Why do you stay?
• What aspects of your job have you enjoyed the most?
• What can we do to make the job better?
• When do you feel most appreciated for what you do?
• What are you overdue for?
• Have you had opportunities at work to learn and
grow?
• Flexibility arrangements needed?
WHAT YOU NEED TO KNOW
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BEST PRACTICES
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• Appreciation Calls - Boeing
• Suggestion Campaign
• Employee Scavenger Hunt
• Rumor Mill Meetings
• “Take a Walk in My Shoes”
• Roast, Toast & Boast Sessions
• “Spirit Teams” Taco Bell
• Lunch with the President
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[email protected] ChartCourse.com 770-860-9464
DRIVE MY BOSS’ CAR FOR A WEEK
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REWARD & RECOGNITION
Job Titles
Shining Stars
Only a Fool Would Work Here This Long
Roast, Toast & Boast Sessions
Debuggers
B.E.E.R. Award (Beyond Exceptions Exceeding Results
Greased Monkey Award
Banner Ads on Website
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ROAST, TOAST AND BOAST SESSIONS
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BRIGHT IDEAS CAMPAIGN3 weeks or
less
High energy
Instantreward
Friendlycompetition
Guaranteedsuccess
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FIRST 30 DAYS
Orientation
Behavior Assessment
Development Plan
Assign a “buddy”
“Lunch Bunch”
Assign New People to Best Supervisors
“Intent to Stay” Interview
Referral Bonus
Retention Report to CEO
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EvaluatingInvestigatingPlanningCritical
ReactingEfficientDecisiveHarsh
SupportingTrustingExperimentingAppeasing
ObservingReflectingApplyingAvoiding
Copyright © 1998. Target Training International, Ltd.
What We Do
Keynotes Management Training
Strategy Development
Behavior & Hiring
Assessments
Satisfaction Surveys
Succession Planning
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https://www.chartcourse.com/handouts/
Handouts
https://store.chartcourse.com/product/employee-retention-training/
Train Your Managers Training Course
Retention Surveyhttps://www.chartcourse.com/employee-retention-survey-
2018/
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CONTACT INFORMATION
[email protected]
770-860-9464
800-821-2487
www.Chartcourse.com