Retaining Top PerformersRetaining Top Performers
Madonna RileySr. Corporate HR Specialist• PHR Certified
• Extensive experience in management and administration of human resources functions, including recruitment, hiring and retention
• Part of the pre-opening team of Houston’s biggest and most prestigious hotel, the Hilton Americas, organizing a three-day job fair that resulted in nearly 500 hires and overseeing the successful mass hiring and orientation of nearly 900 team members
• Received the 2006 Asian Pacific-Islander American Outstanding Employee award in recognition for serving her company and community
AgendaAgenda
• Workplace Trends• Why Employees Leave• Retention Strategies
• On-Boarding• Performance Management• Employee Relations• Training and Development• Compensation and Rewards
Workplace Trends• Diversity• Generational Differences• Shrinking Labor Force• Technology• Demographic Trends• Change in Priorities
Why Employees Leave
• Poor working conditions • Lack of appreciation • Lack of support• Lack of opportunity for advancement• Inadequate compensation
Retention Strategies
• Environmental• Relationship• Support• Growth• Rewards
Retention Strategies: On-Boarding
• Continues past traditional orientation programs
• Leadership assessment, development and coaching
• Business process
Retention Strategies: On-Boarding
• Promotes early employee engagement• Can learn best practices from other
organizations• Gain fresh view of business landscape
Retention Strategies: On-Boarding
• Detailed and relevant company information– Marketing materials– Employee handbook– Benefits information
• Customize employee package– Welcome letter– Job description
Retention Strategies: On-Boarding
• Be prepared– Inform staff– Welcome sign– Set-up work area– Tools and supplies– Paperwork– Schedule training
• Email agenda
Retention Strategies: On-Boarding
• Consistent application to all new employees• Take advantage of enthusiasm• Positive experience• First day on the job• Spread out over a number of days• Three-step process
Retention Strategies: On-Boarding
• Welcome and introductions• Site tour• Mentor / “Buddy” system• How things are done• Administrative issues• Do not cram information
Retention Strategies: On-Boarding
• Department structure• Functional responsibilities and accountabilities• Team / Department expectations• Role in team’s and company’s success• Career paths and opportunities
Retention Strategies: On-Boarding
• Mission, Vision and Values• Organizational goals and strategies• Successes• Competitors• Company culture• Policies and procedures• Terminology
Retention Strategies: On-Boarding
• Longest stage• Provide ongoing care and sense of security• Monitor performance against role
expectations• Demonstrate commitment• Extend stage until employee’s first year
anniversary
Retention Strategies: Performance Management
• Monitors results• Evaluates performance• Determines achievement of goals• Must be well-designed• Can be a problem if not done right
Retention Strategies: Performance Management
• Identifies strengths and weaknesses• Aligns goals• New ideas and improved methods• Accurate employment- and compensation-
related decisions• Minimize risks of discrimination, equal pay,
and wrongful discharge claims
Retention Strategies: Performance Management• Essential functions and qualifications• Observable and measurable goals• Emphasize the positives• Review goals and expectations; ensure
understanding• On-going
Retention Strategies: Performance Management
• False sense of comfort• Perceived as adversarial• Promote biased opinions• Poor morale• Legal complications
Retention Strategies: Employee Relations
• Develop the boss– Management By Wandering Around (MBWA)– Working side by side
• Listen / Communicate– 50/50 meetings– Exit interviews
Retention Strategies: Employee Relations• Respectful work environment• Work / Life Balance
– Non-work priorities– Work scheduling options
• Corporate responsibility– Meaningful company mission– Giving back to community
Retention Strategies: Training and Development• Needs assessment• Management support• Personalize• Effectively budget training• Monitor completion
Retention Strategies: Training and Development
• Succession planning• Mentoring• Increase job satisfaction and morale• Competitive edge
Retention Strategies: Compensation and Reward
• Beyond straight salary• Align rewards with performance • Measure• Track• Comply with government regulations
Retention Strategies: Compensation and Reward
• Incentive plans• Benefits package• Employee recognition• Use creative rewards and recognition
Retention Strategies: Why Your Organization Needs It
• Attract best available talent • Retain top performers• Reduce turnover• Create competitive advantage• Become employer of choice in
market space
Question and AnswerQuestion and Answer
Thank YouThank YouG&A Partners is a Houston-based HR and administrative
services company that manages human resources, benefits, payroll, accounting and risk management for growing
businesses. G&A maintains offices in Houston, Dallas, San Antonio, Austin, College Station, Corpus Christi, Chicago,
Arizona and Utah. For more information about the company, visit www.gnapartners.com or call 713.784.1181
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