best
employees leave
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Why your bestemployees leave презентация
Содержание
- 1. Why your bestemployees leave
- 2. Gallup recently surveyed 7,200 adults who had left a job at some point
- 3. … and 54% of them left for the same reason
- 4. It wasn’t their pay
- 5. It wasn’t their pay It wasn’t boredom
- 6. It wasn’t their pay It wasn’t boredom It wasn’t a better job offer
- 7. It wasn’t their pay It wasn’t boredom
- 8. So what can you do to prevent your best people from leaving?
- 9. We’re glad you asked...
- 10. “The survey found that workers feel like
- 11. Employees with managers that helped set their
- 12. Here are 6 tips to help your employees set their work priorities:
- 13. [1] Give them S.M.A.R.T. goals S.M.A.R.T.
- 14. [2] Tell them why Charlie Munger is
- 15. Charlie Munger Warren Buffett
- 16. Don’t wait until the end of the
- 17. Explain how their goals map to your
- 18. No manager works alone and no department
- 19. Stretch goals are important, but they should
- 20. Give them S.M.A.R.T. goals Tell them why
- 21. Learn how to build an incredible company
- 22. Regular communication was also key to driving high engagement and reducing voluntary attrition
- 23. “Gallup found that workers whose managers hold
- 24. “Clarity of expectations is perhaps the most
- 25. Are you in frequent communication with your
- 26. Surveys Ideas & Feedback Insight Request
- 27. Learn how to build an incredible company
Gallup recently surveyed 7,200 adults who had left a job at some point
Слайд 10“The survey found that workers feel like they’re given little guidance
for understanding what’s expected of them.”
Lauren Weber, Wall Street Journal
Слайд 11Employees with managers that helped set their work priorities were much
happier and less likely to leave
Слайд 13[1] Give them S.M.A.R.T. goals
S.M.A.R.T. goals are Specific, Measurable, Achievable,
Relevant and Time-Bound. Let them know what you need done and by when.
Слайд 14[2] Tell them why
Charlie Munger is Warren Buffett’s right hand man.
His driving principle is that everyone must understand why a goal is important before committing to it. He will even go as far as firing managers who delegate goals without first explaining the why.
Слайд 16Don’t wait until the end of the month or quarter to
do a formal check-in or one-on-one. Every few days, send a short email asking how they’re progressing and if there’s anything you can do to help.
[3] Check-in every few days
Слайд 17Explain how their goals map to your goals, which map to
the overall company goals and objectives. Seeing the bigger picture will give their work meaning and significance.
[4] Show them the bigger picture
Слайд 18No manager works alone and no department should be a silo.
Share the goals of your direct reports amongst each other and encourage them to collaborate and assist each other regularly.
[5] Share goals amongst the team
Слайд 19Stretch goals are important, but they should be seen as “in
addition to” goals, not “must complete” goals. Reward big stretch goals with an appropriate bonus, like a paid holiday or gift cards as appropriate.
[6] Stretch, but not too much
Слайд 20Give them S.M.A.R.T. goals
Tell them why
Check-in every few days
Show them the
bigger picture
Share goals amongst the team
Stretch, but not too much
Share goals amongst the team
Stretch, but not too much
Here they are again:
Слайд 21Learn how to build an incredible company culture - follow us:
Twitter Blog Slideshare
Before we continue...
Слайд 22Regular communication was also key to driving high engagement and reducing
voluntary attrition
Слайд 23“Gallup found that workers whose managers hold regular meetings are three
times more likely to be engaged... Workers said they want to be in contact with bosses on a daily basis, and not just about sales targets or an upcoming presentation: they want their manager to take an interest in their personal lives, too.”
Lauren Weber, Wall Street Journal
Слайд 24“Clarity of expectations is perhaps the most basic of employee needs
and is vital to performance”
Gallup Study
Source: http://blogs.wsj.com/atwork/2015/04/02/what-do-workers-want-from-the-boss/
Source: http://blogs.wsj.com/atwork/2015/04/02/what-do-workers-want-from-the-boss/
Слайд 25Are you in frequent communication with your team and do you
give them guidance on what’s expected of them?
Question:
Слайд 26Surveys
Ideas & Feedback
Insight
Request an invite
Retain your best people
Listen to your employees
and reduce voluntary attrition with PeopleSpark - the employee feedback platform.
