Presented by:
Confidential and Proprietary © Glassdoor, Inc. 2008-2015
© 2015 Robert Half International Inc. All rights reserved. An equal opportunity employer M/F/Disability/Vet.
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How to Retain Your Employees and What to Doif You Lose Your Star Player презентация
Содержание
- 1. How to Retain Your Employees and What to Doif You Lose Your Star Player
- 2. Webinar Tips for Attendees You can connect
- 3. The Speakers Alison Hadden Director of
- 4. By the way, I’m leaving.
- 5. What We’ll Cover Why good employees quit
- 6. Why Good Employees Quit *Source:
- 7. Survey Says … Source: Robert Half
- 8. 5 Signs an Employee Is Considering Leaving
- 9. 5 Signs an Employee Is Considering Leaving
- 10. 2 5 Signs an Employee Is
- 11. 3 5 Signs an Employee Is
- 12. 4 5 Signs an Employee Is
- 13. 5 5 Signs an Employee Is
- 14. The Disaster Plan YOUR STAR EMPLOYEE
- 15. Don’t overreact The dangers of extending a
- 16. CONDUCT AN EXIT INTERVIEW Really listen to
- 17. FIND TEMP HELP Use a contract or
- 18. BE CANDID WITH STAFF Don’t keep your
- 19. USE YOUR TALENT PIPELINE Expect that someone
- 20. ADDRESS WORKPLACE ISSUES Follow up on information
- 21. DEVELOP SUCCESSION PLANS Have replacements in mind
- 22. Strategies for Retaining Employees Winning employee
- 23. Offer Competitive Salaries Know what your
- 24. What Matters Most [Glassdoor member survey results]
- 25. Track Employee Sentiment Keep tabs on
- 26. Engage Your Employees Encourage organizational transparency
- 27. Focus on Career Development Provide defined
- 28. Recognize Great Work Regularly check in
- 29. Questions?
- 30. How to Retain Your Employees and
Webinar Tips for Attendees You can connect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar. All lines will
Слайд 1
How to Retain Your Employees and What to Do
if You Lose
Your Star Player
Слайд 2Webinar Tips for Attendees
You can connect to audio using your computer’s
microphone and speakers.
Or, you may select “Use Telephone” after joining the Webinar.
All lines will be muted to avoid background noise.
You can ask questions at any time by typing them into the Questions Pane.
Or, you may select “Use Telephone” after joining the Webinar.
All lines will be muted to avoid background noise.
You can ask questions at any time by typing them into the Questions Pane.
Слайд 3The Speakers
Alison Hadden
Director of Brand Strategy, Glassdoor
Paul McDonald
Senior Executive
Director, Robert Half
Слайд 5What We’ll Cover
Why good employees quit
5 signs an employee is considering
leaving
Creating a “disaster plan”
Q&A
Winning strategies for engaging and retaining employees
Слайд 6
Why Good Employees Quit
*Source: Bureau of Labor Statistics
**Source: Glassdoor
Employees are feeling more
confident in the job market than they have in nearly 6 years
U.S. unemployment rate was 5.6% in December – the lowest level since June 2008
Nearly 3M jobs were created in 2014
“Quit rate” has stayed near a
post-recession high of 1.8% for
7 consecutive months
JOB SEEKERS
ARE CONFIDENT**
THE JOB MARKET
IS GOOD*
Слайд 7
Survey Says …
Source: Robert Half
CFOs and Workers Agree:
Employees Most Likely to
Quit Over Salary
Слайд 85 Signs an Employee Is Considering Leaving
Disengagement and behavioral changes
Sudden interest
in career development
Asking for information about previous projects
Decreased interaction with managers
A new, more formal wardrobe
1
2
3
4
5
Слайд 95 Signs an Employee Is Considering Leaving
1
Disengagement and behavioral changes
More errors
and missed deadlines
Disengagement in meetings
Change in level of socialization with colleagues
Lower productivity
Disengagement in meetings
Change in level of socialization with colleagues
Lower productivity
Слайд 102
5 Signs an Employee Is Considering Leaving
Was the person previously unconcerned
with advancement?
Is the person expressing frustration over a lack of development opportunities?
Is the person expressing frustration over a lack of development opportunities?
Sudden interest in career development
Слайд 113
5 Signs an Employee Is Considering Leaving
Is there a sudden interest
in company statistics
or past successes?
A sign the employee is doing a resume update or preparing for a review, or is it a sign of an active job search?
A sign the employee is doing a resume update or preparing for a review, or is it a sign of an active job search?
Asking for information about previous projects
Слайд 124
5 Signs an Employee Is Considering Leaving
Has the worker stopped checking
in with
you regularly?
Do you feel your employee is purposely avoiding you?
Do you feel your employee is purposely avoiding you?
Decreased interaction with managers
Слайд 135
5 Signs an Employee Is Considering Leaving
Dressing up can be a
sign your employee has a job interview
A new, more formal wardrobe
Слайд 14
The Disaster Plan
YOUR STAR EMPLOYEE JUST QUIT.
WHAT DO YOU DO
NOW?
Stay calm
Conduct an exit interview
Use temporary help to
fill the gap
Communicate with staff
Use your talent pipeline
Address the
workplace issues
Develop succession plans
Слайд 15Don’t overreact
The dangers of extending a counteroffer
Remember, not all exits are
bad
STAY
CALM
Слайд 16CONDUCT AN EXIT INTERVIEW
Really listen to the answers
Someone other than the
employee’s direct manager should conduct the interview
Questions to ask
Why are you leaving?
What did you enjoy most about the job?
What would have convinced you to stay?
Would you consider working for the company again?
How did you find your new job?
Don’t wait until the last day to conduct
an exit interview
Слайд 17FIND TEMP HELP
Use a contract or temporary professional in the short
term
Fills the immediate need
Gives you time to conduct a thorough search for a new hire
Temporary worker could eventually be converted to full time
Fills the immediate need
Gives you time to conduct a thorough search for a new hire
Temporary worker could eventually be converted to full time
Слайд 18BE CANDID WITH STAFF
Don’t keep your remaining staff in the dark
Keep
the team updated on plans for finding a replacement and moving forward
Should you share the person’s reasons
for leaving?
Слайд 19USE YOUR TALENT PIPELINE
Expect that someone is going to leave,
and
be prepared for it
Source: CareerBuilder
Half of HR managers said they have open positions for which they can’t find qualified candidates
46% said hard-to-fill positions remain open for more than a quarter of the year
If you don’t have a pipeline, an
experienced recruiter will
Слайд 20ADDRESS WORKPLACE ISSUES
Follow up on information from
the exit interview
Have recent
exit interviews revealed any trends?
What can you change to keep your employees engaged and invested?
Слайд 21DEVELOP SUCCESSION PLANS
Have replacements in mind for key players on
your
team and start training them
Develop junior employees’ skills so they’re ready to be promoted when you have a surprise opening
The departure of a star player can be an
opportunity for another
Слайд 22Strategies for Retaining Employees
Winning employee engagement tactics to retain talent:
Offer
competitive salaries
Know what matters most
Track employee sentiment
Communicate clearly
Focus on career development
Recognize great work
Know what matters most
Track employee sentiment
Communicate clearly
Focus on career development
Recognize great work
Слайд 23
Offer Competitive Salaries
Know what your people
are worth
Remember, insufficient pay
is
the top reason good employees leave
What are competitors paying? Are your keeping pace?
Glassdoor: glassdoor.com/salaries
Robert Half Salary Guides: roberthalf.com/salary-guides
What are competitors paying? Are your keeping pace?
Glassdoor: glassdoor.com/salaries
Robert Half Salary Guides: roberthalf.com/salary-guides
Слайд 25
Track Employee Sentiment
Keep tabs on how your employees are feeling to
understand what matters
Where can your firm improve?
Where can your firm improve?
Слайд 26
Engage Your Employees
Encourage organizational transparency
Communicate openly and honestly
Encourage employees to post
reviews of the company on Glassdoor
Слайд 27
Focus on Career Development
Provide defined career paths and promote from within
Offer
assignments and projects that enable employees to put their skills to use
Provide training and education opportunities
Conferences
Online learning
Lunch-and-learns
Mentoring programs
Provide training and education opportunities
Conferences
Online learning
Lunch-and-learns
Mentoring programs
Слайд 28
Recognize Great Work
Regularly check in
with employees
Don’t wait until it’s time
for
annual reviews
Acknowledge a job well done, at both the individual and team level
In-person thanks can be powerful
Acknowledge a job well done, at both the individual and team level
In-person thanks can be powerful
Слайд 30
How to Retain Your Employees and What to Do
if You Lose
Your Star Player
Presented by:
Confidential and Proprietary © Glassdoor, Inc. 2008-2015
© 2015 Robert Half International Inc. All rights reserved. An equal opportunity employer M/F/Disability/Vet.
