Redefining Recruitment, Retention & Retirement Strategies

1. Central Florida Diversity Learning Series 2014Evaluation Summary ofSession 1 on January 28thRecruitment, Retention and Retirement: Redefining Our Plans and ProcessesPresenter: Ken Beller

2. EVALUATION DETAILS A total of 18 evaluations were turned in, 10 of which were filled out by managers and 8 of which were filled out by individual contributors or employees. A total of 22 people attended the session. The first 4 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5. Questions 5-8 were open-ended with room to write in responses.

3. I am knowledgeable about the impact of Generational Values on Recruitment, Retention and Retirement. Managers’ total improvement: 39% IC’s total improvement: 61% Based on 10 manager responses and 8 individual responses.

4. I understand how to leverage changing Values as leadership roles change hands. Managers’ total improvement: 48% IC’s total improvement: 52% Based on 10 manager responses and 8 individual responses.

5. I know which strategies and tactics to implement with new leaders, who represent different Value Populations. Managers’ total improvement: 47% IC’s total improvement: 60% Based on 10 manager responses and 8 individual responses.

6. Average Rating per Question(Managers and Individuals Combined)

7. Total Percentage Improvement per Question(Managers and Individuals Combined)

8. OPEN-ENDED ANSWERS • What was your most significant learning today? • Managers: • Communication and collaboration • Psychic income • All • The retention elements • Understanding the different generational values

9. OPEN-ENDED ANSWERS • What was your most significant learning today? • Individual Contributors: • Information about the different value populations and the works of retention and recruitment to consider how that might look for each value population • Psychic income • The differences between independent and interdependent value populations and how they view the workplace • Love the concept of psychic income

10. OPEN-ENDED ANSWERS • What was your most significant learning today? • Individual Contributors: • How to apply value population learnings to our recruitment, retention and retirement process/way of thinking • The generational value perceptions • How the VPs need to be understood as we think through

11. OPEN-ENDED ANSWERS • How will you use one or more of the tools presented/ practiced today? • Managers: • Work on new ideas on teams • Appreciate my team more frequently • Set aside time for important things • More appreciation to staff

12. OPEN-ENDED ANSWERS • How will you use one or more of the tools presented/ practiced today? • Individual Contributors: • Most immediate is thinking about myself and recognizing how some of my own current frustrations are….I also think we need to consider how the different VPs will experience education • To think about how to help myself before I can help others • Recognize my leaders and partners on a more regular basis

13. OPEN-ENDED ANSWERS • How will you use one or more of the tools presented/ practiced today? • Individual Contributors: • I will be taking this back to share with my team at an upcoming meeting • I’ll share with others and encourage them to take action • In my support client groups • Communicate these with my team members • Website entrepreneurs

14. OPEN-ENDED ANSWERS • How might you integrate what you learned about Value Populations to change your Recruitment, Retention and/or Retirement planning or processes. • Managers: • Many team members; so great to discuss back at the office • Be mindful that salary, benefit, tangibles only go so far

15. OPEN-ENDED ANSWERS • How might you integrate what you learned about Value Populations to change your Recruitment, Retention and/or Retirement planning or processes. • Individual Contributors: • Not really in a position to have much impact on the processes at my workplace but can bring my awareness of some of those ideas to the process I am involved with • Work with the recruitment team to think about ways to incorporate

16. OPEN-ENDED ANSWERS • How might you integrate what you learned about Value Populations to change your Recruitment, Retention and/or Retirement planning or processes. • Individual Contributors: • From a retention perspective how we can engage our workforce and share learning with clients • Specifically geared toward our internship recruitment focusing on our transformer generation attributes • Work with recruitment partners to improve retention

17. OPEN-ENDED ANSWERS • Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): • Managers: • Excellent • Thank you, superb as always • Video ahead of the session was very good • Great facility, great facilitator, great discussion • Great energy • Excellent

18. OPEN-ENDED ANSWERS • Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): • Individual Contributors: • Good job, thank you • Thank you for the handouts and food • Fantastic • Highly engaging facilitator with relevant examples • Thank you • Great facility and classroom environment • Food was excellent, keep this up! • Overall wonderful session; learnings that can be applied immediately