The TrainHR webinar is approved by HRCI and SHRM Recertification Provider.
Gathering retention "intel" is a process similar to gathering knowledge of data and doing market analysis of your competition. The process needs to be systematic and not simply a random process.Gathering retention intel is a process.It is not a program that is a one-time event.It never stops.Knowledge is power and that knowledge will give you a competitive advantage in retaining talent which gives your business a competitive advantage.Gathering intel on why people are leaving is a far more effective way of understanding why people are leaving rather than guessing as to reasons or relying on the grapevine to tell you.
We will discuss the various mechanisms to find out why people are leaving such as exit and stay interviews, engagement surveys, visibility, etc. We will discuss why getting the perspective on why employees are leaving from various levels such as employees, supervisors and managers is a must so that everyone is on the same page and there is a "meeting of the minds." This is important so that the organization takes targeted action and does not use a shotgun approach to address the problem. Not only is a shotgun approach more costly, it is far less likely to be effective. As the organization gathers data from a variety of sources, a clearer picture of what the drivers of an organization’s turnover are will enable the organization to notice a common theme for the turnover.
Making sure that supervisors and managers understand their role in gathering retention intel and that they are not merely bystanders. Supervisors need to understand that they have to be part of the solution and that although HR may lead the initiative, they play a critical role in the process.
As you gather more intel, you will have to sort through that data to look for patterns and trends that are indicative of where future problems may occur. We will discuss the role of meetings and the various types of meetings that an organization can use to hear what employees are saying. It is important to listen to that feedback and factor it into the decisions the organization makes on how to attack the problems once they are diagnosed.
It is important to recognize that within an organization that there may be different reasons that people are leaving depending on job, department, shift or various locations the organization may have.It will be discussed that certain factors tend to play a role more so than others.
The overall theme will be that gathering retention "intel" must take place and that once the data is amassed action must to taken or there can be dire consequences to the organization. The key point to understand is that retention "intel" is an integral part of your employee retention process.
Why should you Attend: Employee retention is a cost to your business. Depending on the level of the employee, turnover can cost anywhere from 30-300% of an employees annual salary. The cost to business is enormous and erodes profit margins and can make the difference between being profitable and losing money.
When a business has constant turnover there is a need to train new employees. When that is taking place, employee productivity is reduced and the organization is far less efficient.
Quality also suffers because employees do not know their jobs as they are being trained and more errors and defects occur. This can result in liability due to defective products and poor service. Depending on the business such as health care or elderly care it can also result in mistakes that injure or kill patients and clients.
Customer service also suffers.New employees do not know the product or service the organization and will be a matter of survival for your business in the next decade. When this occurs, customers get angry and may take their business elsewhere.
An organizations reputation in the community is hurt due to employee turnover. With the use of websites such as Glassddoor and Facebook, an organizations reputation can be devasted. This makes it fare more difficult to recruit new employees to the organization. As the baby boomers retire, organization will face a crisis of not being able to find enough people to run their business as the economy grows.If an organization is unable to find enough people to replace those leaving it can hurt the ability to grow and even threaten the survival of the business when it can not provide products or services to customers.
Areas Covered in the Session:
Exit and Stay Interviews
Role Supervisors and Managers play in the process
Listening to what you are hearing to determine common "themes"
How to use the "intel"
Who Will Benefit:
Human Resource Leaders
Facility and Plant Managers
Jeff kortes has more than 25 years experience in human resources. He has worked at companies that specialize in manufacturing, construction, and software development. During his career he has worked to recruit, retain and develop employees, at companies including ConAgra Foods, SPX, Midas International and American Crystal Sugar. Jeff is the founder of Human Asset Management LLC, which helps organizations to recruit, engage, develop and retain talent. He is a member of the National Speakers Association (NSA) and a frequent speaker on the topic of loyalty, employee retention, recruitment and culture building. He is an avid high school wrestling fan, CrossFit participant and US Army veteran. Jeff is the author of Give Your Employees C.R.A.P...and 7 Other Secrets to Employee Retention and Welcome to Dodge…Tales from the Frontiers of Business. For more information visit http://www.jeffkortes.com and follow Jeff on Twitter @jeffkortes
Event link : http://www.trainhr.com/control/w_product/~product_id=702160LIVE/?channel=ticketleap-aug_2018_SEO
NetZealous LLC, DBA TrainHR