1. Welcome to our Leadership Development Webinar at WITC
Career Pathing/Career Tracking for Retention
WITC Leadership Development - Management - Supervision Program

2. As we begin today..... Thank you for joining us today.
Our Leadership Development 30 minute webinar objective: To share, develop and reflect on possible ideas and thought processes to generate next iteration Leadership and Supervisory Management practices.
Feel free to send any questions or comments that you have at any time during our Webinar using the BlueJeans Chat feature.
Please keep your microphone muted when not being used.
Today’s webinar session is being recorded and will be posted within 24 hours – witc.edu “webinars” in the search box from any page and click the first result, Free Webinars.
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WITC Leadership Development - Management - Supervision Program

3. About us being the Leader – Manager – Supervisor
Supervision: Creating an environment where our employees can stand and perform at their very best on a daily basis, to help achieve our company objectives and our employees’ can achieve their personal objectives.
Leadership: Creating a vision of where we are going and providing a beginning road map of how we will get there!
Coaching In – Out - Up
WITC Leadership Development - Management - Supervision Program

4. Some #’s to ponder.....
According to The Herman Group, 75 percent of employees who voluntarily leave their jobs say they’re not pursuing other interests or chasing more money—they’re escaping bad managers and poor leadership.
51% of the U.S. workforce is not engaged (Gallup)
75% of the causes of employee turnover are preventable (HR Dive)
44% of employees are happy in their current role (Hays)
 47 % of people actively looking for new positions say company culture is the main reason.
70 percent of small businesses struggle to find and retain skilled employees, attracting and retaining talent is the leading challenge small business owners face.
WITC Leadership Development - Management - Supervision Program

5. Daniel Pink - Next generation of motivation: Autonomy – Mastery - Purpose
Daniel Pink is a modern writer on business & management, with a strong focus on the changing nature of work and the workplace:
His book - Drive: the Surprising Truth About What Motivates Us - was published in 2009 and very quickly became a bestseller with its focus on the importance and effectiveness of three intrinsic elements to motivation at work: autonomy, mastery and purpose.
WITC Leadership Development - Management - Supervision Program

6. Autonomy – Mastery - Purpose
Autonomy: Our desire to be self directed. It increases engagement over compliance.
Mastery: The urge to get better skills.
Purpose: The desire to do something that has meaning and is important. Businesses that only focus on profits without valuing purpose will end up with poor customer service and unhappy employees.
WITC Leadership Development - Management - Supervision Program

7. Career Pathing/Career Tracking for Retention – Definitions for our focus.....
Career Pathing is a systematic approach to career development, enabling employees to map multiple career path scenarios, review job competencies and evaluate skill gaps. - b-1-ab Career Tracking is a series of steps within a job classification, each with increasing responsibility as expertise is developed, allowing for recognition of professional growth. Job Retention: refers to the ability of an organization to retain (keep) its employees.
WITC Leadership Development - Management - Supervision Program

8. Meaningful Employee relations may equal Employee retention....
Employees are more likely to stay in an organization where they can trust management and senior leadership. Fostering transparency doesn’t require us to take the “radical transparency” approach some companies have. Our approach can be something as simple as defaulting to transparency.
Reference: to-know
WITC Leadership Development - Management - Supervision Program

9. Employee happiness is 23.3 percent more correlated to connections with coworkers than direct supervisors.
Coworker relationships matter, and they matter on a level that is bigger than you might expect. As part of a recent employee engagement survey they conducted, the team at TINYpulse found that employee happiness is much more closely correlated to the connections they share with their coworkers, rather than those they share with their direct supervisors.
Reference: to-know
WITC Leadership Development - Management - Supervision Program

10. In a study of over 1000 workers, 31 percent reported having quit a job within their first six months.
 BambooHR surveyed over 1000 currently employed Americans and found that nearly a third of them had left a job before crossing the half-year mark.
According to the research participants, the top reasons for leaving were a poor onboarding experience, a lack of clarity surrounding job duties and expectations, or a less than stellar boss.
This is actually good news because most, if not all, of these factors are within an organization’s control. Transparency is a crucial element of trust, and trust is paramount in any relationship. If the first few days of an employee’s experience are punctuated by a breach of that trust, you can expect their tenure to be short. That's why it's crucial to ensure the work an employee signs up for is the work they'll actually be doing day-to-day.
A strategic onboarding program can also make a significant difference for newly hired employees by providing clarity around their role, a community of trusted colleagues, and a clear path to success. If you don’t have a formalized onboarding program, you can get started here.
WITC Leadership Development - Management - Supervision Program

11. Career pathing best practices....
Career management affects career satisfaction. Without it, employees start to look other places. 
Leaders who avoid career management also lose out on engagement levels. 
The truth is that when people are asking about their future, what they’re really asking about is whether they can continue to grow. And growth doesn’t necessarily mean moving positions. 
Career management affects career satisfaction. Without it, employees start to look other places. We found, in our research, that 78 per cent of employees in small businesses said they would stay with their current employer if they saw a career path in front of them. So, if an owner or manager articulated how employees could continue to grow, they would want to stay. But career conversations are seen as landmines and many leaders avoid them – without realizing that this can have a significant business impact, in terms of turnover in your business.
Career conversations in small businesses can be as basic as focusing on what an employee hasn’t had a chance to be exposed to, and how you can provide an opportunity to learn that part of the business over the next, say, six months or year.
WITC Leadership Development - Management - Supervision Program

12. A bit of wild thought.....beyond the food thing....
Customized Appreciation.
Learning time.
AMAs (Ask me Anything sessions)
Where you want to go meetings ( one on one discussion with all employees on where they want to go in our organization. Part career tracking – part real world thought process.
Thank our customers opportunities.
Encourage feedback and listen...
WITC Leadership Development - Management - Supervision Program

13. Wrapping up our time together....
Thank you for joining us today!
Quick summary.....
Please tell your business partners about our monthly webinar series.
Our next webinar is Tuesday, March 27, 2018 – our topic is “The interpersonal side of productivity.
Please contact me at if you would like more information on our Leadership Development – Management – Supervision programs.
Be the leader and manager that we are meant to be!
WITC Leadership Development - Management - Supervision Program