1. The War for Talent Jim Godwin
Virginia Society for Healthcare Human Resources Administration
Somewhere out there is the world’s worst employee. Are you looking at his resume? Do you have an interview with him this afternoon?
Or does she already work for you?

2. Employers have a choice - either spend money on Employees or on Turnover
WOW them
Make work something they will call their best friend about
Surround them with good people
Define their purpose & its importance every day
Listen & Understand their needs and strengths

3. Raise Expectations for Employees
Give them a strategy and get out of the way
Being Self directed is a way of life
Listen to their input
Referral bonus - ask them to recommend high quality staff
Build on their strengths, work around their weaknesses

4. Do the Research/Know the Stats
Gather information about cost of turnover for your area of responsibility
Gather information about cost-per-hire
Benchmark with your labor competitors
Survey top performers:
What are they doing?
What attributes do they have?
Why does what they’re doing work?
Quantify your training costs, retraining costs, lost opportunity cost.

5. What HR Tools give you the highest ROI?
1. Retention
2. Recruiting
3. Pay at Risk
4. Metrics
5. Communication
6. Employee Performance Management
7. Technology
8. Benefits
9. Legal
10. General Training

6. Keep the Good… …get Rid of the Bad
How are the Bulls doing without Michael?
Goal should be high turnover of bottom 3rd - get rid of them do not spend money trying to get them to the top - They DO NOT have what it takes.
Concentrate efforts first on high performers then on the middle group.
Poor
Good
Great
My Employees

7. The 12 Goals of Retention Efforts
1. Get them to be more productive using their strengths
2. Prevent High Performers from Picking up the Phone
3. Get them to stay
4. Get them to stay longer
5. Accurately predict their leaving
6. Get them to leave during a “slow” period
7. Minimize the impact of them leaving (backfill)
8. Get them to be a happy ALUMNI
9. Get them to return if high performer-Boomerang Recruiting
10. Increase the turnover for Low Performers
11. Managers and employees must own retention
- HR cannot do it

8. What Do Employees think VS Managers?
Last Place #1

9. Why Do People Leave? Why Do People Look?
Leave the Manager not Employer
Identify & remove sources of frustration
Search the Web for résumés
Ask employees what will make them stay
Ask your Recruiters who they see at job fairs
Ask who is likely to follow

10. This is Manager's Job - Big 6
Honest Frequent Two Way Communication
Challenging Exciting Work
Opportunities to Grow and Learn
Knowing my work makes a difference
Being Recognized and Rewarded for my performance
Some degree of control over my job
A Better Job is made by your manager

11. Fast/Free Retention tools
Re-Recruit top performers
Shared Responsibility
Fire a bad one get a reward
Metrics – Gather, Distribute, Post, Study
Backfill/Bench Strength (look at professional sports)
Involve the family
Boomerangs
Please warn me/Please stay
Pre-exit interview - why do you stay?
New hire orientation - make them call a friend - exciting
Form - why did you leave last company? What would make you ecstatic at work?
On-boarding

12. Fast/Free Retention Tools
When leadership “ walks around” have them prepared with information about the employees
Post-exit interviews - re-recruit
Identify Bad Managers- get rid of them
Group retention bonus
Steal competitors’ best recruiters
Project completion bonus
Lose a performer - pay a fee
Stay at work benefits
Competitive intelligence on “what is their best offer” - compare offer letters/create comparison sheets
Find out when competitor is down and go for their best people

13. Gathering Intelligence
When a new person is hired ask them about the best people they worked with at their last job
Keep a retention data file on every employee. Interests, hobbies, best boss responses, work friends, strengths, areas to work around, etc.
Pay attention to workforce inter-relationships, good and bad
Seek out high performers in low performing departments and agencies
Identify important milestones and use to improve morale
Graduations, weddings, starting school, anniversaries, awards
If you’re not a natural morale booster, identify a “morale officer” to run these programs.
Develop good news spy networks

14. IT’S A WAR BE STRATEGIC!

15. Hiring for Cultural Fit
Matching Job Temperament with Candidate Temperament
Matching applicant profile to best employee profile
Designing selection techniques to get at these factors
What do I have, what do I need?

16. Focus Your Efforts On… Building the strengths of these
Having fewer of these
Worst 1/3
Middle 1/3
Best 1/3
Having and keeping more of these

17. …so your staff looks like…
Maximizing the contributions of these
Having few of these
Worst
Middle
Best
Having ALOT of these

18. CURRENT HOT LEGAL ISSUES Defamation
Broadcast
False
Malice
Harm
Prevention
Personal
Liability Coverage
Knowing when to clam up

19. Wrongful Discharge Whistleblower protection Public Policy Violation
Personal Liability
Scope of Your Responsibility
Importance of Documentation
Importance of following policy
Importance of consistency

20. Virginia Society for Healthcare Human Resources Administration
Questions?
Jim Godwin
Virginia Society for Healthcare Human Resources Administration