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“Gaining a Competitive Advantage Through Employee Engagement And Retention Strategies”

“Gaining a Competitive Advantage Through Employee Engagement And Retention Strategies”. Objective. To have you think and act in new ways about maximizing engagement and performance and take at least one idea and implement it. Challenges of the New Economy. Do more with less

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“Gaining a Competitive Advantage Through Employee Engagement And Retention Strategies”

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  1. “Gaining a Competitive Advantage Through Employee Engagement AndRetention Strategies”

  2. Objective • To have you think and act in new ways about maximizing engagement and performance and take at least one idea and implement it.

  3. Challenges of the New Economy • Do more with less • From Lean to dysfunctional • Need for more diverse skill set • Innovation • Empowerment • Change

  4. When Did Google Go Live? 1996 1998 2000 Do Not Remember Life BG--Before Google

  5. iPhone 1.5 Billion People on internet Baby Boomer turn 65

  6. Millennials Are Changing The Landscape Roughly speaking, Millennial Generation is defined as: 1982 < > 2000 Birth Date 28 < > 11 Current Age

  7. The Millennial Generation is • currently 25% of the workforce ……. • ……..and is projected to be 47% of • the workforce by 2014.

  8. What’s The Answer To Maximize Performance? • Get the right people in the • right jobsengagedin • the right work

  9. What is Engagement • Emotional Component - how connected an employee is with the company • Motivational Component – how they will use discretionary effort to help the organization reach its goals

  10. What is the Impact of Engagement? • Recent Gallup Study • 22% of US workforce engaged • 66% not engaged • 11% disengaged • $300B - $350B/yr problem

  11. Five Areas of Engagement • Hiring & Selection • Onboarding • Communication • Accountability • Recognition

  12. Five Questions To Answer Before Hiring Skills Behaviors Motivators Capacities Culture • Can This Person Do the Job? • How will this person do the job? • Why will this person do the job? • Will this person do the job? • Will this person do the job here?

  13. Start With Job Benchmarking Behaviors Skills Motivators JOB Capacities

  14. Job Benchmarking Process • Indentify Job Tasks • Develop Key Accountabilities • Weight Each Accountability Area • Identify skills, attributes, and motivators • Develop Interview Questions • Determine Development Needs

  15. Why Use Assessments • Completely unbiased • Accurate and valid • High predictability of performance • Improve turnover and engagement • Increase productivity • 33% of the selection process

  16. Interviewing For Retention • Behavioral interview to predict performance • The more recent and longstanding the behavior the greater its predictive power

  17. What Is Onboarding? • Onboarding – the enculturation of an employee (new to company or new to position)

  18. Why Onboarding? According to research conducted by the Aberdeen Group, 86% of new hires make their decision to leave or stay within the first 6 months. 4% on the first day

  19. Why Onboarding? According to the same research, 89% of new hires say they do not have the optimum level of knowledge and tools necessary to do their job

  20. Goals For Onboarding • Make feel welcome • Goals and objectives upfront – know how fit in organization • Tools needed are available right away • Not a one day event – up to three months – twelve months

  21. Onboarding mistakes • Too much material too soon • Boring • Not consistent • Throw ’em in the fire/sink or swim

  22. What To Communicate For Engagement • Strategy and direction • Organizational results • Department results • Recognition and appreciation • Organizational news

  23. Why Accountability • When performance gets measured, performance improves • When performance gets measured and reported back, the rate of improvement accelerates

  24. Why Accountability • When performance gets measured and reported back by the performer, the rate of improvement accelerates in dramatic proportion

  25. Why Employee Recognition • According to research conducted by SHRM, 79% of those who quit their jobs cite lack of appreciation as one of the main reasons

  26. Guidelines For Recognition • Attach recognition to real goals and objectives • Fairness • Have real criteria to achieve recognition

  27. Guidelines For Recognition • Not about the size of recognition • Make public make it a big deal • Doesn’t have to be elaborate – keep it simple

  28. Recognition and Engagement

  29. Contact Information • Andre Boykin • Shari Roth • www.CAPITAL-iDEA.net • (954)-349-5828 • andre@capital-idea.net • shari@capital-idea.net

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