Strategies for creating a workplace employees dont want to leave - - PowerPoint PPT Presentation

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Strategies for creating a workplace employees dont want to leave - - PowerPoint PPT Presentation

Mar 11, 2023 330 likes •854 views

Strategies for creating a workplace employees dont want to leave August 11, 2020 Webinar starts at 10:30 a.m. CT Presented by Carrie Cox Senior Consultant, HR Services Organizational Development & Family Business Administration If

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Presented by Strategies for creating a workplace employees don’t want to leave

August 11, 2020 Webinar starts at 10:30 a.m. CT

Carrie Cox

Senior Consultant, HR Services Organizational Development & Family Business

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Administration

If you need CPE or HR credit, please participate in all polling questions throughout the presentation.

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Administration

A recording of today’s webinar will be emailed for your reference or to share with others.

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Administration

For best quality, call in by phone instead of using your computer speakers.

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Administration

To ask questions during the presentation, use the questions box on the right side of your screen.

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Please provide your feedback at the end of today’s presentation.

Administration

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Administration

Carrie Cox

Senior Consultant HR Services

Serves manufacturing, construction, banking and not-for-profit clients Earned PHR and SHRM-CP credentials Certified practitioner of the Myers-Briggs Type Indicator

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Today’s topics

  • Reasons employees leave
  • Cost of turnover
  • Evaluating employees for “stickiness”
  • Methods for gathering employee feedback
  • Strategies for creating a workplace employees don’t want to

leave

  • Current environment impacts
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POLLING QUESTION #1

Please answer for continuing education credit

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Why do employees leave?

▪ Lack of appreciation ▪ Bad managers ▪ Lack of career growth ▪ Higher pay ▪ Seeking meaningful work ▪ COVID-19

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Source: PayScale 2019

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Source: PayScale 2019

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Turnover costs

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Pre-quitting behaviors

▪ ↓ Work productivity ▪ ↓ Team player ▪ Doing the minimum amount of work ▪ Less interest in pleasing their manager ▪ ↓ Commitment to long-term timelines ▪ Negative change in attitude ▪ ↓ Effort and work motivation ▪ ↓ Focus on job-related matters ▪ ↑ Expressed dissatisfaction with current job ▪ ↑ Expressed dissatisfaction with supervisor ▪ ↑ Left early from work ▪ Lost enthusiasm for the mission ▪ ↓ Interest in working with customers

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What do employees want?

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Ways to get feedback

  • Employee survey
  • Employee focus groups
  • Informal discussions
  • Stay interviews
  • Exit interviews
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POLLING QUESTION #2

Please answer for continuing education credit

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Exit interviews

▪ Why are you leaving? ▪ What made you start looking? ▪ Did you share your concerns with anyone? ▪ What does your new job offer that influenced your decision to leave? ▪ What would have made you stay? ▪ Would you ever consider returning? ▪ What does your replacement need to know?

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Stay interviews

  • When you come to work each day, what things

do you look forward to?

  • What are you learning? What do you want to

learn?

  • Why do you stay here?
  • When was the last time you thought about

leaving our team? What prompted that?

  • What can I do to make your experience at work

better for you?

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Employee retention history

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Past strategies

▪ Job security ▪ Career track (lifetime employees) ▪ Bonus ▪ Pensions ▪ Health insurance ▪ Life/disability insurance ▪ Vacation

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Current context

Employees want to give input and ask questions [Good] Employees have a lot

  • f potential jobs

Employees want work to be fulfilling

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Retention strategies

Define employee value proposition Hire the best right people Onboard well Build good bosses Develop employees Seek feedback Relentlessly improve

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POLLING QUESTION #3

Please answer for continuing education credit

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What makes you unique?

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation Alignment Atmosphere Growth Acknowledgement Autonomy Communication

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation

Alignment Atmosphere Growth Acknowledgement Autonomy Communication

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation

Alignment

Atmosphere Growth Acknowledgement Autonomy Communication

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation Alignment

Atmosphere

Growth Acknowledgement Autonomy Communication

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation Alignment Atmosphere

Growth

Acknowledgement Autonomy Communication

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation Alignment Atmosphere Growth Acknowledgement Autonomy Communication

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation Alignment Atmosphere Growth Acknowledgement

Autonomy

Communication

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Employee value proposition

Eric Chester: On Fire at Work: Great Companies Ignite Passion in Their People Without Burning Them Out

Compensation Alignment Atmosphere Growth Acknowledgement Autonomy

Communication

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Hire the right people

USE A PROCESS CONSIDER ASSESSMENTS JOB PREVIEW/SHADOW CHECK REFERENCES CONSIDER ALTERNATIVE TALENT POOLS

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Hire the right people

USE A PROCESS CONSIDER ASSESSMENTS JOB PREVIEW/SHADOW CHECK REFERENCES CONSIDER ALTERNATIVE TALENT POOLS

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Hire the right people

USE A PROCESS CONSIDER ASSESSMENTS JOB PREVIEW/SHADOW CHECK REFERENCES CONSIDER ALTERNATIVE TALENT POOLS

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Hire the right people

USE A PROCESS CONSIDER ASSESSMENTS JOB PREVIEW/SHADOW CHECK REFERENCES CONSIDER ALTERNATIVE TALENT POOLS

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Hire the right people

USE A PROCESS CONSIDER ASSESSMENTS JOB PREVIEW/SHADOW CHECK REFERENCES CONSIDER ALTERNATIVE TALENT POOLS

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Onboard well

Have a process Technical AND non- technical training Length of onboarding time Mentor / buddy

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Build good bosses

Connect to purpose Set clear expectations Give regular attention Delegate Develop Build good teams

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Connect to the Mission

Connect to mission

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Set clear expectations

Tell employees what you want Confirm they heard you Get out of the way

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Attention

What’s better?

  • No feedback
  • Negative feedback
  • Positive feedback
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Delegate

CHOOSE APPROPRIATE TASK CHOOSE APPROPRIATE PERSON SET CLEAR OBJECTIVES AND PLAN IMPLEMENT MONITOR EVALUATE / REVIEW

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Know your people… Grow your people

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Know Gen Z

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Build good teams

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POLLING QUESTION #4

Please answer for continuing education credit

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Useful resources

AGHUniversity.com AGHLC.com Insights page

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Thank you for attending

Carrie Cox

Senior Consultant, HR Services Carrie.Cox@aghlc.com 316.291.4022 linkedin.com/in/carriecoxhr twitter.com/carriecoxhr

Check out our other webinars! AGHUniversity.com Questions NOT related to today’s content? mike.ditch@aghlc.com