5 Reasons You're Retaining Too Much Water + How To Lose Water Weight
Love 'Em or Lose 'Em: Retaining and Engaging … Em or Lose Em.pdf · Love 'Em or Lose 'Em:...
Transcript of Love 'Em or Lose 'Em: Retaining and Engaging … Em or Lose Em.pdf · Love 'Em or Lose 'Em:...
Love 'Love 'EmEm or Lose 'or Lose 'EmEm: : Retaining and Engaging Retaining and Engaging
Today's Talent Today's Talent
Presented by:
Dr. Beverly KayeFounder/CEO
Career Systems International
August 22, 2006
Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent
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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Retaining Talent is Good Business
Higher profit marginIncreased salesIncreased market shareGreater net income per employeeLower costsBetter asset utilizationHigh customer satisfaction
“This is a competitive edge that is often overlooked by mostorganizations.”
-- Aberdeen Group, Inc., Research Report, 2004
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Leaders Must Understand
Which skills will make or break the business
Where those skilled individuals will come from
AND
How to keep these workers engaged and committed.
“Only those organizations that respond swiftly and plan effectively will stay competitive.”
-- Deloitte Consulting Human Capital Report, 2005
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
The Perfect Storm!
Healthier Economy
Changing Demographics
Skill Shortage
Unhappy Employees
" Resource: Talent in the Spotlight, Resource Articles
Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent
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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
What Matters Most?
q Exciting work, challengeq Career growth, learning & developmentq Great peopleq Fair pay q Good bossq Recognition, valued, respectq Benefitsq Meaningful work – making
a differenceq Pride in organization, mission, productq Great work environment, culture
" Resource: Retention Drivers Report
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
What Stops Us?
Differentiating knowing from doing
Passing the buck
Running on empty
Believing $ can fix it
Forgetting the basics
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Critical Success Factors
ASK
BUCK
NUMBERS
ZENITH
Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent
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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Insist On “Stay” Interviews
What about your job makes you jump out of bed in the morning? What makes you press the snooze alarm?
If you won the lottery and resigned, what would you miss most?
If you went back to a position in the past that you loved, what would it be? Why?
What can I do to keep you?
What would entice you away?" Resource: ASK Chapter, Love ‘Em or Lose ‘Em
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
A 25 year study of 12 million workers in 7,000 different companies discovered:
The relationship with a manager determines the length of an
employee’s stay.
-- The Gallup Organization
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
NUMBERS: Run ThemWhy The Loss Is So Costly!
The Treadmill Factor
The Pied Piper Effect
The Promotion Pool Depletion
The Absorption Phenomenon
The Lost Opportunity Conundrum
" Resource: Turnover Calculator
Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent
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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
A Talent-Focused Leader
Selects and develops people so they grow
Has a management style that breeds loyalty
Creates work environment that people love
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Development and Growth
CAREERS:Support Growth
OPPORTUNITIES:Mine Them
HIRE:Fit is It
MENTOR:Be One
LINK:Create Connections
ENRICH:Energize the Job
GOALS:Expand Options
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
GOALS: Expand Options
Lateral:
Enrichment:
Vertical:
Exploratory:
Realignment:
Relocation:
Moving across
Growing in place
Moving up
Researching
Shifting gears
Moving out
Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent
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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
HIRE: Fit is itMake a match or start from scratch
In Search of Fit
Re-recruit ASAP
Extend the handshake
" Resource: Quick Quits, Resource Articles
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Style
TRUTH:Tell It
DIGNITY:Show Respect
UNDERSTAND:Listen Deeper
YIELD:Power Down
JERK:Don’t Be One
REWARD:ProvideRecognition
QUESTION:Reconsider the Rules
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
REWARD: Provide RecognitionWhich matters more: praise or pay?
Reward RulesThe Universal RewardOut of the Box
FavorsTrophies
FreedomToys
FunTime
Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent
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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
REWARD: Top Ten “Openers”
“You really made a difference by…”“I’m impressed with…”“You got my attention with…”“You’re doing top quality work on…”“You’re right on the mark with…”“One of the things I enjoy most about you is…”“You can be proud of yourself for…”“We couldn’t have done it without your…”“What an effective way to…”“You’ve made my day because of…”
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
A Dozen Jerk Behaviors
üNot listeningüDemanding
negative feedbackdeadlines
üGiving mostlyüSetting impossible
üBreaking promisesüWithholding praise
üBlamingüCriticizing
üDistrustingüBlowing up
üNot caringüLacking patience
2006 © Beverly Kaye and Sharon Jordan-Evans
Jerk Survey: What would make you walk?
5Intimidates
4Micromanages
5432
1
WomenMenBehavior
Yells at people
Humiliates and embarrasses others
3Condescends or demeans
2Lies
1Belittles people in front of others
Top 5 Jerk Behaviors by Gender
" Resource: The Jerk Survey, www.KeepEm.com
Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent
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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Environment
FAMILY:Get Friendly
SPACE:Give It
KICKS:Get Some
PASSION:Encourage It
INFORMATION:Share It
X-ers and other Generations:
Handle with Care
WELLNESS:Sustain It
VALUES:Define and Align
2006 © Beverly Kaye and Sharon Jordan-Evans
Generations at Work
Technology
Relationship
Work Ethic
Technically savvy (100%)
Technically proficient (80%)
Technically challenged
(40%)
Technology fascination
Career options
Career and professional
loyalty
Loyal to employer,
with reservations
Loyal to employer
Lifestyle firstPersonal life first, work is important
Work long hours, and
tell you about it
Work ‘til you drop
Gen YGen XBoomersSilents
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
ZENITH: Go For It!
What strategies matter most to your team?
What could you strengthen?
How will you start?
© Beverly Kaye & Sharon Jordan-Evans Love ‘Em or Lose ‘Em: Getting Good People to Stay, 3rd Edition, (San Francisco: Berrett-Koehler Publishers, Inc., 2005)
ASK: What Keeps You? Do you know what they want?
NUMBERS: Run Them Calculate the cost of loss.
BUCK: It Stops Here Who’s in charge of keeping them?
OPPORTUNITIES: Mine Them Will they find them inside or outside?
CAREERS: Support Growth Are you building their future or are you in the way?
PASSION: Encourage It Help them find the work they love – without leaving.
DIGNITY: Show Respect Do they know you respect them?
QUESTION: Reconsider the Rules Which will you keep: the rules or the people?
ENRICH: Energize the Job Do your people have to leave to find growth and challenge?
REWARD: Provide Recognition Which matters more: praise or pay?
FAMILY: Get Friendly Avoid making your employees choose between work and family.
SPACE: Give It Are your people on a short leash?
GOALS: Expand Options There are five career paths other than up.
TRUTH: Tell It The truth hurts – or does it?
HIRE: Fit is It Make a match or start from scratch.
UNDERSTAND: Listen Deeper When you tune out, you lose out – and they move out.
INFORMATION: Share It Do you have it? Do you share it?
VALUES: Define and Align What matters most?
JERK: Don’t Be One Are you one?
WELLNESS: Sustain It Are they sick or tired?
KICKS: Get Some Are we having fun yet?
X-ERS & Other Generations: Handle with Care
They are different – Can you keep them?
LINK: Create Connections If you build them, they will stay.
YIELD: Power Down Give it up to keep them.
MENTOR: Be One Are they learning from you?
ZENITH: Go for it Are you turning ideas into actions?
The Manager’s Responsibility in Retention & Engagement
Adapted from Love It Don’t Leave It: 26 Ways to Get What You Want At Work,
by Beverly Kaye & Sharon Jordan-Evans (San Francisco: Berrett-Koehler Publishers, Inc., 2003)
ASK: And You May Receive Do they know what you want?
NUMBERS: Assess Your Worth Weigh Them.
BUCK: Don’t Pass It Satisfaction is your job.
OPPORTUNITIES: They Are Still Knocking Open the door.
CAREERS: Chart Your Course Who owns yours?
PASSION: It’s Not Just A Fruit Do what you love.
DIGNITY: Give It to Get It It’s About R-E-S-P-E-C-T
QUESTION: Go Outside the Box Are the barriers real?
ENRICH: Energize Your Work What’s new?
REWARD: Reap Your Own It’s more than money.
FAMILY: Seen Yours Lately? Only you can put them first.
SPACE: Want Some? Don’t fence me in.
GOALS: Up is Not the Only Way Keep your options open.
TRUTH: It Hurts…or Does It? Get feedback…others know.
HIRE: Are You On-Board? Re-sell yourself internally.
UNDERSTAND: Are You Listening Enough? Tune in or lose out.
INFORMATION: Plug Yourself In Keep your ear to the ground.
VALUES: What Matters Most? Invest in them
JERK: Work With One? Deal with it.
WELLNESS: Time For a Check-up? Take care.
KICKS: Are We Having Fun Yet? Make it happen.
X-ERS & Other Generations: Bridge the Gap Can we talk?
LINK: Build the Connection Networks matter.
YIELD: Get Out of Your Own Way Give it up.
MENTOR: Make Your Own Match Learning is everywhere.
ZENITH: Are We There Yet? Never.
Employee Involvement:
Responsibility Also Rests With Them
© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans
Resources
Retention Driver’s Report – What Kept You?
Turnover ROI Calculator (http://www.careersystemsintl.com/employeeretention.htm)
Business Cases (www.CareerSystemsIntl.com)
Invest in Your Values (www.keepem.com)
The “Jerk” Survey (www.keepem.com)
Resource Articles (www.keepem.com)
“Stay” Interview
Love ‘Em excerpts: (www.KeepEm.com)
Unless indicated by a web-address, upon request
"
Career Systems International is a Talent Management Company whose workshops and materials show organizations how to use development processes to attract and retain their key people. We help build a culture where employees are energized and managers are supportive, where mentoring becomes a natural, everyday occurrence, where growth and learning are on-going. By linking career development to current and emerging business needs, we assist our clients in identifying the bench strength necessary for effective succession planning.
Our Specialties fall into four core areas: Career Development, Engagement and Retention, Workplace Satisfaction, and Mentoring. Our products and programs are distinguished by their flexibility, ease of implementation, and efficacy. Whether we're using web-enabled self-assessment tools, management coaching programs, or diagnostic surveys, we address critical organization development issues in a way that is simultaneously dynamic and user-friendly. We are known for our simple but engaging tools that get to the point quickly. Managers like them because they are substantive but also fun to use: we take pride in our ability to make complex issues simple to understand.
Our Clients are primarily Fortune 1000 companies whose names are familiar brands in the market place. Our projects range from the delivery of individual training programs in a single division or department of an organization to enterprise-wide interventions around the world. When our generic tools are not enough to satisfy a particular client's needs, we are always ready to tailor these programs to align with the unique corporate culture or to modify them superficially to fit an organization's brand and image. We have delivered numerous online and blended programs with the same demonstrated flexibility.
Our founder and CEO, Dr. Beverly Kaye, is known for her cutting edge thinking in the career development and retention and engagement field for 25 years. She is the recipient of the ASTD “Legend” award for her contribution to workplace learning over the past two decades. She is the author of the classic career development book, Up is Not the Only Way, and the co-author (with Sharon Jordan-Evans) of the international bestseller on retaining talent, Love 'Em or Lose 'Em: Getting Good People to Stay, and the workplace satisfaction sequel, Love It, Don't Leave It: 26 Ways to Get What You Want at Work. She is also a frequent contributor to Fast Company.
2300 Stafford Avenue, Suite 500
Scranton, PA 18505 800.577.6916 or [email protected]
www.careersystemsintl.com www.keepem.com
www.loveitdontleaveit.com