real stories of finding, engaging, and retaining employees · welcome and today’s workshop utoday...
TRANSCRIPT
Real Stories of Finding, Engaging,
and RetainingEmployees
Russ Gaylor, OMEP
Linda Wechsler, OMEP
Jean Ohman Back, Schwabe Williamson & Wyatt
Welcome and Today’s Workshop
u Today we will review a case study based on stories from clients we have helped to find, engage and retain employees
u This case study will show you how these clients:u Minimized employee turnover and retirement’s negative effects
u Recruited and trained new employees
u Engaged existing employees to help them become proficient faster
What pain points is your company experiencing with finding, engaging and retaining employees?
Pain Points – Did We Miss Any?
u Can’t Find Employees or ‘Good’ Employees
u Can’t Keep People - High Turnover
u Can’t Train People Fast Enough
u Can’t Fill Higher Level Positions
u No Leadership, Problem Solving, Critical Thinking Skills
Compass Manufacturing:A Case Study
Organizational Assessment
u Where did we start with Compass Manufacturing?u They filled out an Organizational Assessment
u Provides the company with a ‘Current State’u What elements of a Learning Culture does my company have?
u What gaps do we have to work on?
Organizational Assessment
Fill out an Organizational Assessment for your company
Results of Compass MfgOrganizational Assessment
u Issues:u No defined ‘standard work’ or best practices
u Loss of knowledge through employee turnover and retirement
u Low success rate in hiring
u No objective way to reward employee performance
Why Does Having a Learning Culture Matter?
u 32% are most likely to be first to market
u 37% experience greater employee productivity
u 34% better respond to customer’s needs
u 26% have a greater ability to deliver quality products
Source: Creating a Culture of Learning in the Modern Workplace - Biz Library,
Published Aug 23, 2017
Structured On the JobTraining
Development Paths
Robust Hiring, Onboarding, and Career Ladders
Benefits:• Standard work• Repeatability &
predictability of the training process
• Shorter learning curves & faster time to contribution
Benefits:• Clear performance
expectations• Increased company &
personal accountability• Greater employee
engagement
Benefits:• Easier to find, engage,
and retain talent• Career ladders create
employee pipeline to fill positions as employees retire or leave
How Did Compass Mfg Start Building a Culture of Learning?
Do you have a Structured On the Job Training process at your company?
6 Steps of Structured On the Job Training
Compass Mfg Issue #1:Defining Standard Work
Compass Mfg Solution:A Team of Experts Worked Together to Create Training Materials for Standard Work
Job Skill Module
Compass Mfg Issue #2:Loss of Knowledge Through Employee Turnover and Retirement
Compass Mfg Solution:Developed Talent Pipeline by Using Job Modules Organized into Development Paths
Development Paths
Compass Mfg Results
u Development paths were created for all job roles
u Organizational knowledge was shared
u Company job openings were filled with internal candidates who developed skills needed to replace retiring or exiting employees
Compass Mfg Issue #3:Low Success Rate in Hiring
Compass Mfg Solution #1:Increased Hiring Pool by Retooling Job Posting
Compass Mfg Solution #2:Lowered Passing Threshold on Application Test
Compass Mfg Solution #3:Communicated Development Paths to Prospective Employees During Interview
Compass Mfg Solution #4:Robust Onboarding
Engaging Employees with Robust Onboarding
Workplace Culture & Business Identity
Business Mission,
Objectives & any Current
Projects
People
Workspace & Equipment
Internal Policies &
Documents
Defined Development
Paths
Compass Mfg Solution #5:Reviewed New Hires for Proficiency Before First 90-Days
Probationary Development Review Form
Compass Mfg Results
u Candidate pool increased from 76 to 230
u Hire rate for new permanent employees increased from 1 to 6
u Onboarding time was reduced by 50%
u Reduction in time and resources used to determine if a prospective employee will become a permanent employee
Compass Mfg Issue #4:No Objective Way to Reward Employee Performance
Compass Mfg Solution:Rewarded Performance by Linking Development Paths to Career Ladders
Linking Development Paths to Career Ladders
Organizational Results Achieved
Compass MfgOrganizational Resultsu Training time reduced by over 50%
u 25% non value added work reduction
u 25 – 50% less turnover
u Larger hiring pool – 30% increase
u Standard work reduced production cycle time and quality defects
u Increased employee engagement as measured by an employee survey
Summary of Today’s Workshop
Today we reviewed a case study based on stories from clients we have helped to find, engage and retain employees
u This case study showed us how these clients:u Minimized employee turnover and retirement’s negative effects
u Recruited and trained new employees
u Engaged existing employees to help them become proficient faster
QUESTIONS & ANSWERS
TAKEAWAYS
Plan ahead, define the road to development, and create an environment for continuous learning so you and your employees can achieve success!