JobsDB Seminar actual version... 2

© 2006 Focus One Limited. All rights reserved.

Name of your presentation

Name of your presentation

© 2006 name of company. All rights reserved.

Overview of day

• What’s driving Retention and turnover?• Understanding Engagement• Finding Motivating Factors• Key leadership factors in Retention• Making retention an priority• Loyalty Factors• Increasing Passion• Wrap Up

© 2006 Focus One. All rights reserved.

Employee retention can be defined as the effortby an employer to keep desirableworkers in order to meet business

objectives.

Turnover, on the otherhand, is most often used to describethe unplanned loss of workers who

voluntarily leave and whom employerswould prefer to keep.

Employee Retention and Turnover

On a global scale, “the major social crises of the twenty-first century will be the byproduct of labor shortages”………..Hewitt, 2001


China’s baby boomers are producing children significantly below the rate

necessary to maintain the country’s population;the rate required is 2.1 children per mother compared

to the actual rate of 1.3.

In just 10 years, the workingpopulation in China will begin to shrink ……..Kahn, 2004

© 2006 Focus One. All rights reserved. © 2006 Focus One. All rights reserved.

What drives Employee Commitment in Hong Kong?

1. Passion for job

2. Leadership

3. Comp and benefits


…….Talent Keepers

Training of leaders in retention t leadership competencies

Leader accountability for retention

Mutual commitment building between team members and the leader

Mentoring programs

Job skills training and retraining

Competitive pay

Innovative reward program design

Overall benefits package (e.g., health insurance, stock options)

Career development and pathing

More appealing and welcoming environments 2

Ratings Key:

1 = not effective

2 = somewhat effective

3 = effective

4 = very effective


Importance Of Main Retention Factors

Key Retention Factors

Organization

PeersPayBenefitsRewardsPoliciesProgramsIndustry Status

Company Performance

Job

TrainingSchedulesPromotionsEnvironmentPassionType Of Work Tasks

Leadership

ManagementLeadershipCoachingTrustVisionValuesChangeEmpowermentTeamwork

Organization and the first part of the Job factors are a given.

The second part of job factors and leadership is the area where organizations now need to focus.

This is what we call MOTIVATION & ENGAGEMENT

Leadership

CoachingMentoringTrustVisionValuesChangeEmpowermentTeamwork

Job

TrainingSchedulesPromotionsEnvironmentPassionType Of Work Tasks


“Engagement is a mutual contract betweenthe employee and the employer. Employers have

a responsibility to train leaders and build a meaningfulworkplace, and employees have a responsibility

to contribute to an engaging workplace”(Towers Perrin Talent Report, 2003).

MOTIVATION & ENGAGEMENT


MOTIVATION & ENGAGEMENT

Leaders must be equipped with the leadershipretention and engagement competencies critical

for creating committed workforces.


How do you get employees motivated and engaged?

………….Focus on getting them passionate about their

jobs and lead them adeptly


Motivation & Engagement


“Research indicates the that enjoyment of various aspects of a job is highly correlated with good performance”…………..Dan Harrison

Motivation and Passion for job


Motivation and Passion for job

Don’t Enjoy

Do It Less

Don’t Get Better

Negative Feedback

Enjoy Activities

Do It More

Get Better

Positive Feedback


Harrison Assessments

Every effective leader I've known is passionate about what he or she is doing. The time and energy devoted to work demand a commitment and conviction bordering on love.

…. Warren Bennis

The number one reason why people thrive in an organization is their immediate supervisor and it's also the number one reason they quit.

……….. Gallup Organization


……..people leave managers, not companies

……..what people want is fairness, care, concern and trust

……..it’s about relationships

.….…the most important element in retention is the leader

Leadership and Retention


Leadership Competencies Are Numerous….

Which Are Critical For Retention?PlanningCreativityVisionValuesEthicsCommand and ControlChangeForecasting External FactorsTime ManagementTalent SelectionTalent DevelopmentProcess ImprovementRisk ManagementInnovationProfessionalismCross CulturalNetworkingWork Directing

Leadership factorsLeadership competenciesDecision MakingPlanningProblem solvingManaging power and influencePerformance ManagementCoachingMentoringCounselingDelegatingEmpowermentSelling NegotiationBudgetingFinancial MgtCustomer Focus

Building TrustCommunicationsConflict ManagementListeningMotivating othersFeedbackValuing DiversityFacilitationMeeting ManagementProject ManagementTeam BuildingStrategic ThinkingThought LeadershipInterpersonal SkillsFlexibility


A leader has the responsibility to practice two types of leadership;

Organization driven leadership and Individual driven leadership

INDIVIDUAL

• Coaching / Mentoring

• Empowerment

• Results

• Relationships

Critical Leadership and Retention Factors

ORGANIZATION

• Purpose

• Vision

• Values

• Team



Purpose


Purpose has become part of our daily vocabulary. And is helping to validate our current activities and focus our future plans

……Marge Maisto

• Providing purpose. Effective leaders bring passion, perspective, and significance to the process of defining organizational purpose.

• Meaning and direction to daily work


Purpose


"There's nothing more demoralizing than a leader who can't clearly articulate

why we're doing what we're doing.“ --James Kouzes and Barry Posner


Vision


• Clearly set organizational direction

• Display and reflect the unique strengths, culture, values, beliefs and direction of the organization;

• Inspire enthusiasm, belief, commitment and excitement in company members;

• Help employees believe that they are part of something bigger than themselves and their daily work;

• Be regularly communicated and shared;


Vision



Values


A values-based culture actually empowers employees by setting standards of behavior and establishing expectations that employees must live up to This provides leadership with the confidence that everyone in the organization will act according to those values, both inside and outside the company.

………Terry Broderick

• Corporate values• Group Values• What we stand for• Values make up the culture


Values



Team


If you want team building to work, it's not enough to tell them that they are a team and must perform as one. You also have to show the members of the team that it benefits them personally.

……F. John Reh

• Building spirit and cohesiveness• Communication• Meetings and face to face interaction


Team


"Leadership is not magnetic personality-that can just as well be a glib tongue. It is not "making friends and influencing people"-that is flattery. Leadership is lifting a person's vision to higher sights, the raising of a person's performance to a higher standard, the

building of a personality beyond its normal limitations."

……….Peter Drucker


Coaching / Mentoring



Coaching / Mentoring

• Feedback• Performance / results• Encouragement / recognition• Knowledge transfer


“In actual fact, real empowerment is a most natural state of affairs: people know what they have to do and simply get on

with it, like the worker bees in a beehive. Maybe the really healthy organizations empower their leaders, who in turn listen

to what is going on and so look good.”Henry Mintzberg


Empowerment



Empowerment

• “own their own jobs”• company and job specific• requires active role of leader



Results


Results-oriented leaders see themselves as catalysts. They expect to achieve a great deal, but know that they can do little without the efforts of others. They bring the zeal, resourcefulness, risk-tolerance -- and discipline -- of the entrepreneur to every effort of the organization.

……..Warren Bennis

• Performance• Bias toward action,• Risk, curiosity, and courage• Confidence and creativity• Change and Innovation


Results



Relationships


Exemplary leaders create a climate of candor throughout their organizations. They remove the organizational barriers -- and the fear -- that cause people to keep bad news from the boss

…..Warren Bennis

•Trust•Authenticity•Reliability and consistency


Relationships


“Improving retention requires transferring part ofthe responsibility from HR to leaders”

…. Talent Keepers

Implementing Retention through Motivation and Engagement


…………Loyalty will change over time -- relates to personal values

…………..People are becoming more loyal to their careers than their employers

Loyalty Factors

Loyalty Factors are the key which will keep the individual engaged and motivated with the organization and discourage him or her from tipping to departure.


• Need to be identified for each individual• Skilled coach can help to identify• Leader / peers can uncover

Identifying loyalty factors


What do you like about your work with the company?

What bothers you about your work or career?

What are the important factors that will keep you in the company?

Under what conditions might make you look seriously at other opportunities?

Loyalty factor questions


What Matters to EmployeesTop Responses

• In the last seven days, I have received recognition or praise for doing good work

• At work, my opinions seem to count• There is someone at work who encourages my development• This last year, I have had opportunities at work to learn and

grow• In the last six months, someone at work has talked to me

about my progress


Yahoos

(love doing)o o o o o

%of time______

Ho Hum’s

(just okay)o o o o o

%of time______

Bohoo’s

(Hate doing)o o o o o

%of time______

Where are your now?

Where do you want to be?

Getting More Passion In Your Day

Yahoo’s % Ho Hum’s % Booboo’s %

Copyright © 2003-2007 by FocusOne Ltd.

Continuous Motivation Checklist for Optimum Retention


Identified Motivating Factors

Understand Yahoo’s, Ho Hums & Boohoos in current job

Leaders educated on key retention factors for your organization

Retention leadership skills identified for your organization

Leadership is training on key leadership retention competencies

Leadership is implementing coaching program

Leadership is consciously building relationships

Team building programs in place

Corporate & Group Vision, Values and Purpose articulated and actions executed

Competitive compensation and benefits in place

Training plan in place

Active Career Development plan being executed

Loyalty factors identified

“When people are encouraged to do the work they enjoy, and inspired by their superior in a harmonious team environment, the results are borne out through improved motivation, engagement and results”

Continuous Motivation Checklist for Optimum Retention

• Leadership competencies• Motivation programs• Coaching Programs• Executive Coaching & Mentoring• Vision, Values, Purpose workshops• Executive Teambuilding

At FocusOne, we can help you improveyour retention results:

JobsDB Seminar actual version... 2

Documents

leadership retention

employee retention

job factors

retention mutual commitment

priority loyalty factors

employee commitment

ratings key

rate necessary