Finding and Retaining Talent

Slides:



Advertisements
Similar presentations
PINNACLE CONSULTING & COACHING / TABLE GROUP CONSULTING PARTNERS
Advertisements

The Seven Basic Rules of Management. 1. Attract/recruit, hire, train, and retain the right people. – The first, most important task of management is hiring.
Gallup Q12 Definitions Notes to Managers
Vodafone People Strategy (VPS)
2013 CollaboRATE Survey Results
The Power of Employee Engagement
CREATING A CULTURE THAT ENGAGES AND RETAINS MILLENNIALS Like us and check in on facebook at DaleCarnegieNY Tweet during the workshop at #DaleCarnegie.
Leadership in the Baldrige Criteria
People Health Audit Frank Newman, C.H.R.L. Newman Human Resources  35 years HR experience  Finance Industry, Pharmaceutical Manufacturing, Semi-Conductor,
John C. Smith Chief Executive Officer TMA Systems
© FMI Corporation 2009 MANAGEMENT CONSULTING Developing Future Talent: Hiring, Developing and Keeping “High Potentials” Ron Magnus.
Would you rather be lucky… or good?
HayGroup HR EXPO WORKSHOPS Retaining Talent in Difficult Times: Why Productive Workers Leave… and how to keep them Why Productive Workers Leave… and how.
Reducing Turnover and Increasing Retention Tips and Tactics for Supervisors.
-0- ‘EMPLOYER OF CHOICE’ A simple proposition Damian Byers Director – People, Learning & Culture UnitingCare Ageing.
Creating a Culture of Leadership Development Components & Strategies.
Gallup Q12Yes/ No Do you know what is expected of you at work? Do you have the materials and equipment you need to do your work right? At work, do you.
Hocus Pocus Team General Electric.
October 22, 2015 Top Talent …Your Best Competitive Weapon.
PUBLIC WORKS INSTITUTE MODULE IV EMPLOYEE RELATIONS MOTIVATING THE WORKFORCE Shawn D. Graff 1.
How To Use Collaborative Goal Setting and Develop a Performance Feedback Process BPI Emerging Leader Series.
Copyright 2011 All Rights Reserved – Wayne Tarken – Winning the Talent War Attracting and.
Organizational Behavior (MGT-502) Lecture-43. Summary of Lecture-42.
Compensation & Benefits How Do You Attract, Recruit and Retain Talent When you Can’t Pay More than Your Competitors? This presentation will consist of.
“Four Generations Working Together” Alyssa Foulke.
Employee Engagement – The Next Generation of Workforce Management Why Employee Engagement? The Next Generation of Workforce Management © 2016 Cultural.
KEYS TO GREAT MANAGEMENT Strategies and Tools For Emerging Leaders 2016 By Christa Roth.
Attracting & Retaining Talent
“Growing Our Successors” A Call To Action
Career Pathfinding: Individual Development Planning September 26, 2017
Managing Millennials.
Performance Management and Employee Development
EMPLOYEE ENGAGEMENT Gordy Griller Ray Billotte
We Value Diversity It is important to London Drugs that our workforce, vendor, and customer base reflects the diversity of our communities We recognize.
Creating Our Common Wealth Supporting the Growth of Others
10 Managing Employee Retention, Engagement, and Careers
RECRUITING IN TODAY’S MARKET
Mark Tewart I Tewart Enterprises Inc I President I
5 Keys To Successfully Managing Any Dealership
How to “Really” Put Your Employees First
Recruitment and Retention Human
Using Employer Image & Brand to attract talent
Entrepreneurial Management
Sourcing your next IT Hire
Staffing and Leading a Growing Company
A turbo charged engagement & culture change journey
Influence | Attract | Retain Building the Right Culture NNHRA
Leadership Advanced: Engaging others
Greetings Nick Szubiak, MSW, LCSW Integrated Health Consultant
What issues keep you up at night?
Responds quickly to the business needs
ER What is ER The term 'employee relations' refers to a company's efforts to manage relationships between employers and employees. An organization.
SVP Connecticut Values Retreat Session – November 7th
FINDERS, KEEPERS: Getting your stars to stay
Hiring, Retention, Benefits & More
Rethinking Human Capital: The People Strategy
Moving Organizational Performance
The Seven Basic Rules of Management
Moving Organizational Performance
CPA Leadership Institute
Learning Development My Journey
People Lead: This is the visual representation of our model. This model supports and reinforces our definition of leadership - achieving results, with.
Manage Your Staff.
The Multi-Generational Labor Force
Employee Engagement Align ~ Link ~ Connect
The Top Leadership Challenges
Developing SMART Professional Development Plans
SDHR Forum Peter Kim VP, Culture and Counsel.
Creating a great Workplace Culture to Develop and Retain Great People
The Millennial Workforce
Presentation transcript:

Finding and Retaining Talent Jeff Smith, CEO Jeff@FortifyLeadershipGroup.com

Retention and Re-recruiting Superstars!

March Unemployment Rate  War for Talent March Unemployment Rate March Unemployment Rate United States Virginia 3.8% 2.9%

Job Increase! +196,000 in March 2019

What does this mean for you? Ghosting jobs and interviews Sign on bonus Counter offers Dis-engagement Only 32% Engaged (Gallup) Creating a bench

You have great purpose—reconnect with it! “We are human beings, not human do-ers”

MOTIVATED AND ENGAGED Associate Motivation Associate Engagement 4 How I Grow Guidance Feedback Development Growth Associate Motivation Associate Engagement 3 How I Contribute Influence Ownership Say Pride Value Relationships 2 How I Feel Encouragement Praise Recognition Opportunity Caring Consequences Understanding 1 How I work Expectations Goals Tools

The Retention Toolkit Feedback Recognition Caring “Retained” employees want and need consistent honest feedback about how they are doing Recognition Ignoring star performers paves the way for them to be recognized by another employer Caring “Retained” employees feel a real sense of integrity from their reporting relationship

Create 1:1 Space to Build Trust Nothing replaces meaningful interaction with the leader 1. Recurring 1:1 meetings (30 min is typical) 2. Assignments / Work-load Balance 3. Tools / Systems 4. Developmental Plans / Training 5. Feedback for the Leader 6. Recognition / Coaching / Feedback for Staff 7. Other Satisfiers / Dissatisfiers 8. Continuous Improvement / Innovation

Recognition as a Retention Strategy Don’t delay on starting to recognize top performers and keep it simple and just do it. Avoid the “Blissful Ignorance” - Ask staff, “what should we be doing differently”? Practice Re-Recruiting – How would we treat them as if we wanted to join your Team today?

Putting It Into Practice What are you trying to accomplish? Grow your workforce? Retain your workforce? Develop your workforce? Here are some lessons learned. Feedback. Recognition. Caring. 1:1’s , recognition. Talking to people. Tell tehm what you want repeated. But how? Leadership- talent/art or learned skill? Charisma and extraversion are talents. These things do not make a great leader. In this 4 year engagement we have been through all of these aims. Company successes: workforce triples in size. Revenue increases 160%

Recruiting 101 Step 1 Current employees are your best ambassadors! What’s your culture? How do you treat them? Step 2 Have an Onboarding Program. Day 1-10. 30-60-90-day plan. Step 3 Identify talent needs. Succession Planning / 9 Box Tool. Step 4 Create a hiring plan. Decide who to hire when. Step 5 End well! How you terminate and end employee relationships matters.

To Sum It Up The workforce wants: Your time. Your effort. Your investment. Your integrity. They can tell if you really care or are blowing smoke. They want alignment between your company’s stated values and your behaviors toward your workforce. Do you treat your employees like your best customer?

Problem: “My Staff Does Just Enough to Get By”

Solutions: Ways to Engage Employees How do I work? How do I feel? How do I contribute? How do I grow? What is special about your company? Engage the whole person and not just the worker Say what you mean, mean what you say What are you letting people get by with? Have fun!

Problem: Too many: “I’m Entitled” workers in my company

Solutions: Highlight key behaviors Reinforce your core values Show them the gap between their behaviors Take on your complainers--institute the “No Complaining Rule” Ask them what they need to be successful Get the right people on the bus

Problem: Too many staff are saying “that’s not my job” everyday

Solutions: CEO--committed, engaged owners Turn your managers into CEOs Customer Intimacy Be direct-Ask them what their job is? Highlight the gaps that the employee might be missing Follow the action and keep score Provide a stake in the outcome--owners vs. renters

Problem: Mixing Boomers, Gen. X-er’s and Millennial’s in one place

http://www. pewresearch http://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/ft_18-04-02_genworkforcerevised_bars1/ http:///fourhooks.com/marketing/the-generation-guide-millennials-gen-x-y-z-and-baby-boomers-art5910718593

Solutions: Use different management styles Be more flexible; Less black and white Involve each person in their development Leverage the strengths of each generation How to match the generations more effectively Understand the clash points

Superstars—but no place to promote them Problem: Superstars—but no place to promote them

Solutions: Recognition Stretch assignments Be your delegate Grow outside of work-volunteer Open communication about status Re-recruit If they need to leave, celebrate them

What 1-3 Tips Do You Want to Work on? Share with a partner? Who can hold you accountable? How will you measure if you are successful?