DickFinnegan

FinneganBio

2

“RecoveringHRdirector” solvedturnoverforSiberianbanks,Africangoldmines,Chinesemul=-na=onalcorpora=ons…andtheCIA

Author,RethinkingReten.oninGoodTimesandBad,

excerptedbyBusinessWeek;“freshthinkingforsolvingtheturnoverprobleminanyeconomy”

Author,ThePowerofStayInterviewsforEngagement&Reten.on,

top-sellingSHRM-publishedbookinhistory

Author,TheStayInterview,publishedin20languages

+audiobook

Author,HR’sGreatestChallenge,distributedfreetotop

globalHRexecu=ves

PennsylvaniaCaseStudy

Reducedturnoveramongblendedcasemanagers,theirhighestturnoverjob,from32%to4%,an88%decreaseThisistheirstory…withsomeimportantdataincludedupfront

0510152025

2009 2010 2011 2012 2013 2014 2015

U.S.VoluntaryQuitPercentages,Post-Recession…U.S.BureauofLaborSta.s.cs

YoungU.S.workerswillhold10-14jobsbyage38

EngagementStuckGallup/Deloi\e

ExitSurveys

EmployeeSurveys

EngagementSurveys

Data?Yes

“Theydon’tgenerallygetinvolvedintheac.onstakenbyanorganiza.oninresponsetotheengagementresults–reallyjustdeliveryofthesurveyandthenrepor.ng.”

TopEmployeeSurveyCompanyExecu=ve

ProblemisClear

Solu=ons?No!

Reten=onProgramsaredrivenfromthesideliketownhallmee=ngs,employeeapprecia=onweek,newsle\ers

BusinessAccountabili=esaredrivenbyexecu=vesfromthetoplikesales,service,quality,&safety

86%ofthe.me

AreYourReten=onEffortsDrivenby…

Accountabili=es Programs

“Ifyouhaveaturnoverproblem,lookfirsttoyourmanagers”…Gallup

Employeesstayformanagersfirstandco-workerssecond…salary.com

Employees’levelsofengagementhigherwhentheirsupervisorshadhigherlevelsofengagement…DDI

“Whenemployeesstay,itisbecauseoftheirimmediatemanagers”…Na.onalEduca.onAssocia.on

Employeeswhostayprimarilyfortheirsupervisorsstaylonger,performbe\er,andaremoresa=sfiedwiththeirpay…TalentKeepers

Supervisor’sImpactonEngagement&Reten=on

TheRealPowerofSupervision

Aglobalconsul-ngfirminterviewed1,000recently-quitemployeesandaskedaboutpay,benefits,development,advancementandrela=onshipswithsupervisors…andfoundsupervisorrela.onshipsinfluencedallotheropinions,concluding…

“Offeringahighersalaryordevelopmental/advancement

opportunitymaynotbeenoughtoretainemployees”

Howmuchdomanagersinfluencetheiremployees’levelsofengagement?

DataperGallup

TheIncrediblePowerofAccountability&First-LineReten=onGoals

StrategyAGroupofhospitals“solved”nurseturnoverwithonsitechildcare&flexiblescheduling

StrategyBOutlierhospitalassignedreten=ongoalstomanagersandreportedprogressmonthly

OneYearLater:“A”turnover%iden.cal,“B”down41%,savedmillionsof$s

WhoWasYourBestBoss?WorstBoss?

TheFortuneTop100,2012-2016:

!  $500babybondingbucks!  SendsvolunteerstoGhana,India!  Subsidizedmassages!  Gyms,recrea=onfields,horseshoepits!  Freeeyebrowshaping

“Two-thirdsofacompany’sscoreisbasedontheresultsofthe

GreatPlaceToWork’sTrustIndexSurvey”

“Anycompanycanbeagreatplacetowork.Ourapproachisbasedonthemajorfindingsof20yearsofresearch–thattrustbetweenmanagersandemployeesistheprimarydefiningcharacteris=coftheverybestworkplaces.”

TheGreatPlacetoWorkIns.tute

BuildingTrust1-1BuildsProfits

TheRethinkingReten=onModel®

Research-Driven,

Process-Based

TheRethinkingReten=onModel®

TheRethinkingReten=onModel®StrategiesForSupervisors…

Point#4.Holdsupervisorsaccountableforachievingreten=ongoals

Point#5.Developsupervisorstobuildtrustwiththeirteams

StrategiesForPeopleManagementProcesses…

Point#6.Narrowthefrontdoortoclosethebackdoor

Point#7.Scriptemployees’first90days

Point#8.Challengepoliciestoensuretheydrivereten=on

StrategiesForTopManagement…

Point#9.Calculateturnover’scosttogalvanizereten=onasabusinessissue

Point#10.Drivereten=onfromthetop,asexecu=veshavethegreatestimpactonachievingreten=ongoals

Reten=on&EngagementAccountabili=esMustBeDrivenDownFromtheCEOtoFirst-LineSupervisors

TheEngagement&Reten=onSecretSauce

VersusImplementEmployeeProgramsThatGoAroundSupervisors

ThisIsHowCompaniesDriveSales&Service

PennsylvaniaCaseStudy

Reducedturnoveramongblendedcasemanagers,theirhighestturnoverjob,from32%to4%,an88%decrease,by…

1.   Conver=ngturnoverto

dollars2.   Establishingreten=ongoals3.   Trainingmanagerstobuild

trust4.   ImplementedRJPsand

employeereferrals

CEO,ourturnoveris19%andthebenchmarkis20%

ORCEO,ourturnoveris19%andit’scos=ngus$7.9MMeachyear

Benchmarkmeansstandard,average,mediocre…sowhichstatementdrivesmoreac=on?

BenchmarksBuildFalseHope

TheIncrediblePowerofAccountability&First-LineReten=onGoals

StrategyAGroupofhospitals“solved”nurseturnoverwithonsitechildcare&flexiblescheduling

StrategyBOutlierhospitalassignedreten=ongoalstomanagersandreportedprogressmonthly

OneYearLater:“A”turnover%iden.cal,“B”down41%,savedmillionsof$s

BuildingTrust1-1BuildsProfits

WhatIsAnRJP?

Seeingisbelieving….burninggrease,sub-freezingcooler,licingboxes,cleaning

restrooms

BestSourcingMethodforReten=onIsReferrals

Employeereferralsstaylongerandthey…Performbe\erAcceptlessmoneyBeginwithafriendatworkBroadenyourrecruiterpoolIncreaseyourapplicantflowwithbe\erapplicants

BestReferralIdeas

Establish a %-of-hires goal and hold someone accountable

Provide awards employees really want Have coffee with most-connected new hires

Provide awards in public such as using large checks

Open awards to everyone, even customers

Provide quarterly trips and post pictures

Give managers a quarterly goal for their teams to refer

And…NewHireOfferScriptGood news! We have a job to offer you Offer includes pay, benefits, other… We hope you accept except in some cases we hope you don’t Please say yes only if you see yourself with us for at least __ years Obstacles might be you want to go to school, accept another job, relocate We will spend much money developing you so it would be unethical to accept our job without envisioning staying for __ years I’m not asking for a commitment, just that you can see it What time should I call you tomorrow for your decision?

Delivered best by hiring manager

is hereby granted to:

Kristin Scottto certify that this person has completed all the requirements of the Certified Employee Retention Professional Program

and has earned the CERP distinction Granted: June 7, 2011

Richard P. Finnegan, Founder

Certificate of Completion

IntroducingTheCer=fiedEmployeeReten=onProfessionalProgram

"  APPLIEDvstest-based"  Deliveredonlinewithcheck-inswithDickFinnegan"  SupportedbySHRM&HRCIwith26credits

•  BOSTHealthcarereducedturnoverby38%

•  BurchamHillsRe=rementCommunityreducedturnover34%andisretaining100%ofnewnursesforatleast6months

FastResults:Auer2MonthsWithTheCERPProgram…

TotalResults:3recentpar=cipantscutturnover41%,56%,and88%

Reten=onCer=fica=onSite

“MyCEOandInowknowthatlosingjustonephysiciancostsus$225,808.Wewillreducephysicianturnoverby35%thisyearbasedoninforma.onI’velearnedfromtheCERP”…ByronSelden,DirectorofHumanResources,HealthPartnersofWesternOhio“AskmyEVPifthisprogramisworththemoney.Henowcompletelyunderstandsthecostoflosingfund-raisers,thepoweroursupervisorshavetocontrolit,andthetop3thingsweneedtodotoimproveit.Nowemployeereten.onisatop-levelmetrichere”…LatonyaDaniels,VicePresident,HR,AmericanHeartAssocia=on“Ourmembersneedbutcan’taffordmanagementtrainingforsupervisors...andeventhatisincludedinthisprogram”…JenHiggins,DirectorofWorkforceDevelopment,OhioAssocia=onofCommunityHealthCenters

Par=cipantEndorsements

OurProposal

Thecostforonecandidate’spar=cipa=onintheCERPisreducedfrom$1,000to$799

Teampar=cipa=onincludesmonthlycallswithDickFinnegan

is hereby granted to:

Kristin Scottto certify that this person has completed all the requirements of the Certified Employee Retention Professional Program

and has earned the CERP distinction Granted: June 7, 2011

Richard P. Finnegan, Founder

Certificate of Completion

ForMoreInforma=on…

Dick Finnegan 407.694.3390

DFinnegan@C-SuiteAnalytics.com