for employee retention

for

Employee Retention

The Mission

From the Kitchen of Robin Szeliga Right Action Consulting

robinszeliga@q.com

Top 10 Reasons Why Employees Leave

1. Management Failed To Unleash Their Passions2. Management Failed To Challenge Their Intellect3. Management Failed To Engage Their Creativity4. Management Failed To Develop Their Skills5. Management Failed To Give Them A Voice6. Management Failed To Care7. Management Failed To Lead8. Management Failed To Recognize Their Contributions9. Management Failed To Increase Their Responsibility10. Management Failed To Keep Commitments

Forbes.com

Turnover is costly

Recruiting

Training

Opportunity costs (Mission Drag)

Employee morale/productivity

Engaged and Satisfied Employees

• Feel their work is challenging and are passionate about what they do

• Offer constructive suggestions/weigh in

• Go the extra mile• NEVER say “Just tell me

what you what me to do” or “that is not my job”

• Trumpet the Organization’s virtues

• Smile often and greet one another

• Trust management and each other

• Feel heard and appreciated

• Feel in the “loop”

Key IngredientLeadership

To the Leadership add

• Pinch of Goal Setting and Alignment

• Dash of Consistent Communication

• Handful of Trust

• Snip of Accountability

Recipe calls for Goal Setting and Proper Alignment of

1 Cup of Vision

1 Cup of Mission

Several Objectives

Handful of Goals

Goal #5Goal #5

Goal #1

Goal #2

Goal #3

Goal #5

Goal #4

Goal #1

Goal #2

Goal #3

Goal #4

Goal #5

Goal #2

Goal #3

A Community United to create Better Opportunites for All

Goal #4

Goal #1 Goal #1

Goal #2

Goal #3

Goal #4

Goal #3

Goal #4

Goal #5

Goal #1

Goal #2

Goal #5

Goal #3

Goal #4

MissionVision

ObjectivesGoal #1

Goal #2

Goals

Uniting People, Ideas and Resources to Advance the Comon GoodObjective #1 Objective #2 Objective #3 Objective #4 Objective #5 Objective #6

Goal Alignment Tool

Relationship

Mutuality = True Alignment

Organization• Vision

• Mission

• Objectives

• Goals

Employees Goals

• Achievement

• Self Development

• Responsibility

• Advancement

• Growth

• Verbal-What

• Paraverbal-Tone

• Nonverbal messages-Body Language

• Cross Departmental Consistency

Recipe calls for Consistent Communication

8 Ingredients For Open Communication

• Review values and goals

with employees

• Regularly discuss issues

• Pass on info

• Make time to listen

• Address rumors from Employee Water Cooler

• Respond promptly to requests for information

• Give employees access to data

• Introduce employees to key PP in the organization

For best results add 13 High Trust Ingredients

• Talk Straight• Show Respect• Be Transparent• Right Wrongs• Show Loyalty• Deliver Results

• Confront Reality• State Expectations• Be Accountable• Listen First• Meet

Commitments• Extend Trust

Let rest for several minutes on Accountability

• Clearly define roles• Clearly communicate expectations• Review progress regularly• Add a generous scoop of credit for success• Modify Recipe for underperformanceRecipe note:“ A Good Chef takes more than their fair share of the blame and gives more than their share of the credit." Arnold Glasnow

Add Recognition before baking

Recipe Note:The secret to this recipe is the right amount, right kind and right timing of Recognition

RecognitionTailored

TIMELY

SPECIFIC

genuine

Public

Engagement and Satisfaction

Low EngagementLow Satisfaction• Vocal, Negative critiques by

Employees about Org • Threat to Brand• High risk of turnover• Requires Exhaustive review of

Mgmt and Procedures

Low EngagementHigh Satisfaction• Employees satisfied with pay and

benefits but don’t believe in Org Mission and Goals

• Low risk of turnover • Happy to “get by” and drain

Organization resources

High EngagementLow Satisfaction• Low morale pessimistic about the

future• Employee giving their all BUT not

happy with work environment• High Risk of Turnover

High EngagementHigh Satisfaction• Employee ambassadors for org• Believe in Mission and goals of org• Committed to personal and

Organizational success• Low risk of turnover