Chartcourse.com/770-860-9464 1 7 Mistakes - Employee Retention 7 Mistakes - Employee Retention 1. Program vs. Culture Mentality 1. Program vs. Culture Mentality 2. Not Managing by Fact 2. Not Managing by Fact 3. Poor Hiring Practices 4. Ineffective Onboarding Process 4. Ineffective Onboarding Process 5. Managers Not Trained 5. Managers Not Trained 6. Lack of Growth Opportunities 7. Pay & Benefits Not Competitive 7. Pay & Benefits Not Competitive Chartcourse.com Chartcourse.com [email protected][email protected]770 770-860 860-9464 9464 Mistake #1 Program vs. Culture Mentality Program vs. Culture Mentality www.chartcourse.com “…retention of top talent is “…retention of top talent is impacted most by the ability impacted most by the ability to to provide meaningful provide meaningful work work and a and a culture culture where people where people are are passionate passionate about what about what www.chartcourse.com are are passionate passionate about what about what they do …” they do …” -- --Matthew W. Schuyl Matthew W. Schuyler, Hilton’s CHRO Source: HRE Jan/Feb 2011 www.chartcourse.com “Delivering happiness to customers, employees and vendors” “Delivering happiness to customers, employees and vendors” Zappos: Lesson’s Learned Focus on the Culture Know What Makes People “Happy” ($4K) Be Part of Something Bigger than Yourself Autonomy Transparent Communication/All Hands/Twitter www.chartcourse.com Transparent Communication/All Hands/Twitter Training and Continuous Learning Progression Plans -- Internal Mobility Mistake #2 Not Managing by Fact www.chartcourse.com
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Mistake #1 Zappos: Lesson’s Learned · “Delivering happiness to customers, employees and vendors” Zappos: Lesson’s Learned Focus on the Culture Know What Makes People “Happy”
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Chartcourse.com/770-860-9464
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7 Mistakes - Employee Retention7 Mistakes - Employee Retention1. Program vs. Culture Mentality1. Program vs. Culture Mentality
2. Not Managing by Fact2. Not Managing by Fact
3. Poor Hiring Practices
4. Ineffective Onboarding Process4. Ineffective Onboarding Process
5. Managers Not Trained5. Managers Not Trained
6. Lack of Growth Opportunities
7. Pay & Benefits Not Competitive7. Pay & Benefits Not Competitive
Program vs. Culture MentalityProgram vs. Culture Mentality
www.chartcourse.com
“…retention of top talent is “…retention of top talent is impacted most by the ability impacted most by the ability to to provide meaningfulprovide meaningful work work and a and a cultureculture where people where people areare passionatepassionate about whatabout what
www.chartcourse.com
are are passionatepassionate about what about what they do …”they do …”
----Matthew W. SchuylMatthew W. Schuyler, Hilton’s CHRO
Source: HRE Jan/Feb 2011
www.chartcourse.com
“Delivering happiness to customers, employees and vendors”
“Delivering happiness to customers, employees and vendors”
Zappos: Lesson’s LearnedFocus on the Culture
Know What Makes People “Happy” ($4K)
Be Part of Something Bigger than Yourself
Autonomy
Transparent Communication/All Hands/Twitter
www.chartcourse.com
Transparent Communication/All Hands/Twitter
Training and Continuous Learning
Progression Plans -- Internal Mobility
Mistake #2
Not Managing by Fact
www.chartcourse.com
Chartcourse.com/770-860-9464
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• Current Employees: Why do they stay?
• New Employees:
• Current Employees: Why do they stay?
• New Employees:
Manage By Fact
Manage By Fact
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Why did they say yes?
• Former Employees: Why did they leave?
• Interviewed:
But Said “No”: Why?
Why did they say yes?
• Former Employees: Why did they leave?
• Interviewed:
But Said “No”: Why?Airplane-clinic
AlumniHire9090--DayDay
Intro PeriodIntro Period RandomRandomSelectionSelection
1 to 41 to 4Years ofYears of
5 to 155 to 15Years ofYears of Separation
Employee SatisfactionEmployee Satisfaction
Segmented according to the life cycleSegmented according to the life cycleof an employeeof an employee
AlumniSurvey
RecruitmentProcessSurvey
IntroPeriod
Celebration
CompleteComplete
EmployeeOpinionSurvey
SelectionSelection
RenewInterviews
ServiceService
StayInterviews
ServiceService
ExitInterview
What HR Needs to Do
• Hold people accountable• Measure cost of turnover• Measure employee satisfaction• Measure retention department by department• Best practices list
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• Best practices list• Identify those most at risk• Weed out marginal managers• Provide training and tools to managers
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Mistake #3
Poor Hiring PracticesPoor Hiring Practices
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Right People
““Get the Get the rightright people on people on the bus, the the bus, the wrongwrong
people off the bus, and people off the bus, and the the rightright people in the people in the
rightright seatsseats.”.”
Jim CollinsJim Collins
Typical Job Interviews
42% of turnover could be eliminated with effective hiring and interviewing techniques
Ira WolfePerfect Labor Storm
The typical interview only increases the likelihood of choosing the best