1. “GAINING A COMPETITIVE ADVANTAGE THROUGH EMPLOYEE ENGAGEMENT AND RETENTION STRATEGIES” 1

2. © CAPITAL iDEA 2011 2 Objective To have you think and act in new ways about maximizing engagement and performance and take at least one idea and implement it.

3. © CAPITAL iDEA 2011 3 Challenges of the New Economy  Do more with less  From Lean to dysfunctional  Need for more diverse skill set  Innovation  Empowerment  Change

4. 4 When Did Google Go Live?  1996  1998  2000  Do Not Remember Life BG-- Before Google

5. 5 2001200220032004200520062007200820092010 iPhone 1.5 Billion People on internet Baby Boomer turn 65

6. 6 Millennials Are Changing The Landscape Roughly speaking, Millennial Generation is defined as: Birth Date 19822000 Current Age 28 11

7. © CAPITAL iDEA 2011 The Millennial Generation is currently 25% of the workforce ……. ……..and is projected to be 47% of the workforce by 2014. 7

8. © CAPITAL iDEA 2011 8 What’s The Answer To Maximize Performance? Get the right people in the right jobs engaged in the right work

9. © CAPITAL iDEA 2011 9 What is Engagement Emotional Component - how connected an employee is with the company Motivational Component – how they will use discretionary effort to help the organization reach its goals

10. © CAPITAL iDEA 2011 10 What is the Impact of Engagement? Recent Gallup Study  22% of US workforce engaged  66% not engaged  11% disengaged $300B - $350B/yr problem

11. © CAPITAL iDEA 2011 11 Five Areas of Engagement  Hiring & Selection  Onboarding  Communication  Accountability  Recognition

12. © CAPITAL iDEA 2011 12 Five Questions To Answer Before Hiring Can This Person Do the Job? How will this person do the job? Why will this person do the job? Will this person do the job? Will this person do the job here? Skills Behaviors Motivators Capacities Culture

13. © CAPITAL iDEA 2011 Start With Job Benchmarking JOB Motivators Behaviors Capacities Skills

14. © CAPITAL iDEA 2011 Job Benchmarking Process 1. Indentify Job Tasks 2. Develop Key Accountabilities 3. Weight Each Accountability Area 4. Identify skills, attributes, and motivators 5. Develop Interview Questions 6. Determine Development Needs

15. © CAPITAL iDEA 2011 Why Use Assessments  Completely unbiased  Accurate and valid  High predictability of performance  Improve turnover and engagement  Increase productivity  33% of the selection process

16. © CAPITAL iDEA 2011 Interviewing For Retention Behavioral interview to predict performance The more recent and longstanding the behavior the greater its predictive power

17. © CAPITAL iDEA 2011 17 What Is Onboarding? Onboarding – the enculturation of an employee (new to company or new to position)

18. © CAPITAL iDEA 2011 18 Why Onboarding? According to research conducted by the Aberdeen Group, 86% of new hires make their decision to leave or stay within the first 6 months. 4% on the first day

19. © CAPITAL iDEA 2011 19 Why Onboarding? According to the same research, 89% of new hires say they do not have the optimum level of knowledge and tools necessary to do their job

20. © CAPITAL iDEA 2011 20 Goals For Onboarding  Make feel welcome  Goals and objectives upfront – know how fit in organization  Tools needed are available right away  Not a one day event – up to three months – twelve months

21. © CAPITAL iDEA 2011 21 Onboarding mistakes  Too much material too soon  Boring  Not consistent  Throw ’em in the fire/sink or swim

22. © CAPITAL iDEA 2011 22 What To Communicate For Engagement  Strategy and direction  Organizational results  Department results  Recognition and appreciation  Organizational news

23. © CAPITAL iDEA 2011 23 Why Accountability  When performance gets measured, performance improves  When performance gets measured and reported back, the rate of improvement accelerates

24. © CAPITAL iDEA 2011 24 Why Accountability  When performance gets measured and reported back by the performer, the rate of improvement accelerates in dramatic proportion

25. © CAPITAL iDEA 2011 25 Why Employee Recognition According to research conducted by SHRM, 79% of those who quit their jobs cite lack of appreciation as one of the main reasons

26. © CAPITAL iDEA 2011 26 Guidelines For Recognition  Attach recognition to real goals and objectives  Fairness  Have real criteria to achieve recognition

27. © CAPITAL iDEA 2011 27 Guidelines For Recognition  Not about the size of recognition  Make public make it a big deal  Doesn’t have to be elaborate – keep it simple

28. 28 Recognition and Engagement

29. 29 Contact Information Andre Boykin Shari Roth www.CAPITAL-iDEA.net (954)-349-5828 andre@capital-idea.net shari@capital-idea.net