for Employee Retention

1. The Mission for Employee Retention From the Kitchen of Robin Szeliga Right Action Consulting robinszeliga@q.com

2. Top 10 Reasons Why Employees Leave 1. Management Failed To Unleash Their Passions 2. Management Failed To Challenge Their Intellect 3. Management Failed To Engage Their Creativity 4. Management Failed To Develop Their Skills 5. Management Failed To Give Them A Voice 6. Management Failed ToCare 7. Management Failed To Lead 8. Management Failed To Recognize Their Contributions 9. Management Failed To Increase Their Responsibility 10. Management Failed To Keep Commitments Forbes.com

3. Turnover is costly • Recruiting • Training • Opportunity costs (Mission Drag) • Employee morale/productivity

4. Engaged and Satisfied Employees • Feel their work is challenging and are passionate about what they do • Offer constructive suggestions/weigh in • Go the extra mile • NEVER say “Just tell me what you what me to do” or “that is not my job” • Trumpet the Organization’s virtues • Smile often and greet one another • Trust management and each other • Feel heard and appreciated • Feel in the “loop”

5. Key Ingredient Leadership

6. To the Leadership add • Pinch of Goal Setting and Alignment • Dash of Consistent Communication • Handful of Trust • Snip of Accountability

7. Recipe calls for Goal Setting and Proper Alignmentof 1 Cup of Vision 1 Cup of Mission Several Objectives Handful of Goals

8. Goal Alignment Tool

9. Mutuality = True Alignment Relationship Employees Goals Achievement Self Development Responsibility Advancement Growth Organization • Vision • Mission • Objectives • Goals

10. Recipe calls for Consistent Communication • Verbal-What • Paraverbal-Tone • Nonverbal messages-Body Language • Cross Departmental Consistency

11. 8 Ingredients For Open Communication • Review values and goals with employees • Regularly discuss issues • Pass on info • Make time to listen • Address rumors from Employee Water Cooler • Respond promptly to requests for information • Give employees access to data • Introduce employees to key PP in the organization

12. For best results add 13 High TrustIngredients • Talk Straight • Show Respect • Be Transparent • Right Wrongs • Show Loyalty • Deliver Results • Confront Reality • State Expectations • Be Accountable • Listen First • Meet Commitments • Extend Trust

13. Let rest for several minutes on Accountability • Clearly define roles • Clearly communicate expectations • Review progress regularly • Add a generous scoop of credit for success • Modify Recipe for underperformance • Recipe note: • “ A Good Chef takes more than their fair share of the blame and • gives more than their share of the credit." Arnold Glasnow

14. AddRecognitionbefore baking Recipe Note: The secret to this recipe is the right amount, right kind and right timing of Recognition

15. Recognition Tailored TIMELY SPECIFIC genuine Public

17. Engagement and Satisfaction High Engagement High Satisfaction • Employee ambassadors for org • Believe in Mission and goals of org • Committed to personal and Organizational success • Low risk of turnover High Engagement Low Satisfaction • Low morale pessimistic about the future • Employee giving their all BUT not happy with work environment • High Risk of Turnover Low Engagement Low Satisfaction • Vocal, Negative critiques by Employees about Org • Threat to Brand • High risk of turnover • Requires Exhaustive review of Mgmt and Procedures Low Engagement High Satisfaction • Employees satisfied with pay and benefits but don’t believe in Org Mission and Goals • Low risk of turnover • Happy to “get by” and drain Organization resources