1. Can you afford the Brain Drain
Cost of Turnover:
Can you afford the Brain Drain
SESSION B
TUESDAY OCTOBER 8
11:15 am – 12:15 pm
Crockett C

2. Agree or Disagree?
Relentless turnover in the manufacturing industry is threatening companies focused on driving
productivity and profitability.
Finding talent is one of the biggest challenges in the industry, so losing employees, whether entry level or seasoned, significantly compounds the problem.

3. Do You Know Where You Stand?
What’s your turnover rate? Why are people leaving?

4. What is Your Career Path?
High School Intern
Veterans
Incumbent Worker
Adult Workforce
Associate Degree
College Degree
Career pathing…many ways – time based (degree/formal) vs competency based
Multiple on ramps and off ramps allow for individual development plans
High School Intern or training – job shadowing
Veterans – (pre) apprenticeships
Incumbent workers –OJT
Adult workforce career change – OE, Associate Degree
4 Year University - Bachelor

5. Does your organization have a company-wide plan in place for addressing your skills gaps?
14% Yes we have a company-wide plan filling our skills gaps among skilled workers in critical roles through the next 5 years.
54% No, we do not have a company-wide plan in place for filling our skills gaps among skilled workers in critical roles at this time.
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer
26% Yes we have a company-wide plan filling our skills gaps among skilled workers in critical roles through the next 12 months.
6% Don’t know

6. Multigenerational Culture
Five generations at once—and the differences among them can be dramatic. How can manufacturers bring these diverse groups together to share their distinct skills and knowledge?
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

7. Millennials: Experience is Everything
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

8. Are you investing enough? | And at the critical times?
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

9. Let’s do the math… WHAT SHOULD BE INCLUDED IN Cost of Training (CoT)
Screening Cost
Human Resources Time
Onboarding
Training
Temporary Staffing
Productivity losses (e.g., machine downtime, safety, scrap, business capacity)
Opportunity costs (e.g., lost business due to employment gap
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

10. Are You Calculating All of Your CoT
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

11. Company Self-Assessment
To what extent do you set expectations during the hiring process: Always, Sometimes, Never
Are new employees put through a strong onboarding program: Always, Sometimes, Never
Are career pathways presented clearly and realistically: Always, Sometimes, Never
Are informal check-ins part of an employee’s first year: Always, Sometimes, Never
Are formal check-ins part of your culture –regardless of position: Always, Sometimes, Never
Are new hires assigned mentors: Always, Sometimes, Never
Are OJTrainers identified & trained on adult learning practices: Always, Sometimes, Never
Is continuous learning encouraged for all employees: Always, Sometimes, Never
Do you have formal cross-generational teams: Always, Sometimes, Never
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

12. Strong Learning Culture
Investing in your manufacturing workforce by building a strong learning culture with an ongoing, standardized learning and development program, is critical for long-term success.
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

13. Action Steps for Employee Progressions
Develop
Develop cross-generational teams.
Assess
Assess the way your leaders “lead.”
Provide
Provide ongoing development opportunities.
Develop and Assign
Develop and assign strong trainers and mentors for new hires.
Make
Make check-ins part of the process.
Demonstrate
Clearly demonstrate pathways of development in the company.
Develop a strong onboarding program.
Set
Set expectations in the hiring process.
Action Steps for Employee Progressions
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer

14. The Learning Culture Impact Addressing the Learning Culture
Is learning part of your company’s strategic success? Y N
Is learning a part of your company’s culture of leadership? Y N
Does your company take full use of captive audiences? Y N
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer
Does your company make a great first impression? Y N

15. The Learning Culture Impact Addressing the Learning Culture
Does your company make work educational? Y N
Does your company make knowledge sharing an organizational habit? Y N
One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job”
Show of hands…
No clue –not involved in that part of the business
No plan that you are aware of – when people leave we scramble
We have a short term plan – go year by year
We have a long-term strategy –includes mentoring etc.
For those of you without a plan what is the impact? To you… to the organization… to the customer
Does your company make performance management a driver of development? Y N

16. Be the place to BE!!!

17. Thank you! Sue Mueller Workforce Development Specialist
(262)
Add Lori as well