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  • Recruiting and Retaining Top Talent for Your Organization

    Scott Evans, VP Sales, Active NetworkJosie Donnelly, Sales Director, Active Network

  • AgendaIntroductions quick surveyRecruiting and hiringEmployee retentionGroup discussion (Q&A)

  • Survey

    Survey Questions:How many have >10 paid eesHow many have >50% paid/volunteerHow many people have employees /interns working >3 mos./yr.

  • Recruiting and HiringRecruiting employees (where to find them)

    Volunteers Running clubs Website High Schools (fundraisers)

    Interns College career centers and career night credit or paid

    Paid Employees

  • Why An Internship Program?How can your organization benefit?

    A strong internship program can be a significant way to attract new hires (about 1/4 of all new hires from campuses are sourced through employers' own internship programs)

    How do the interns benefit?Students know that a successful internship can be the ticket to a great job The relationships built during an internship can be the basis of a professional network that helps launch a successful career

  • Planning An Internship ProgramThink of the big pictureGive interns a meaningful assignmentClarify objectivesTap your best supervisors and leadersPlan and budgetPay attention to selecting good internsEvaluation performanceCreate a program that continues on its own

  • Interviewing

    Start with a good job descriptionDiscuss relevant experienceFor important traits, ask for real life examples situations where they have demonstratedAsk why they want to work at your organization

    You can tell what sort of research they have done

    Always allow them to ask you questionsDo they follow up?

  • Retaining Top EmployeesAttract high achievers, then keep them. Employee turnover can be a blow to your business. Minimize its impact by finding quality staff and keeping your good employees happy

    Why is retention important?Monetary cost to organization - a private company loses, on average, more than $13,000 when a full-time employee leaves Decreased employee morale turnover affects your whole organization

  • Why Do Employees Leave?Not getting along with their direct supervisorDesire for more moneyNeed for better work/life balanceLack of career growth, challenging assignments

    More than half of all exiting employees cite better pay and benefits as their reasons for moving on, however, many times they've decided

    to leave because they don't like the people, the boss, or the environment they are in. In reality, only 12% actually depart because

    of money matters.

  • Employee Retention

    With regard to employee retention, manager trumps company.

    Companies will attract top talent, but its the immediate manager who determines how effective and how long the employee will stay.

  • Employee Retention

    Good Managers:Do not try and help employees overcome weaknessesDo not treat all employees equallyThey do play favorites

    Happy employees = happy customer which result in shareholder value (profits)

  • Employee Retention

    What great managers know:People dont change that muchDont waste time trying to put in what was left out.Try and draw out what was left in

  • Employee Retention

    What do great managers do?Select the right peopleSet expectationsMotivate the personDevelop the person

  • Employee SatisfactionGallop polled over 1M employees, the most loyal

    and productive. Measuring the strength of a workforce can be measured with 12 questions:

    1. Do I know what is expected of me at work?2. Do I have the materials and equipment I need to do my work

    right?3. At work, do I have the opportunity to do what I do best every day?4. In the past 7 days, have I received recognition or praise for doing

    good work?5. Does my supervisor, or someone at work, seem to care about me

    as a person?6. Is there someone at work who encourages my development?

  • Employee Satisfaction (contd)7. At work, do my opinions count?8. Does the mission/purpose of my company make

    me feel my job is important?9. Are my co-workers committed to doing quality

    work?10. Do I have a best friend at work?11. In the last 6 months, has someone talked to me

    about my progress?12. This last year, have I had opportunities at work to

    learn and grow?

  • Retaining Top EmployeesPerformance Reviews - The best performance reviews let

    managers and employees communicate -- share ideas, opinions, and information.

    Peer Reviews Helping peers to understand each others' work and by airing grievances in a non-threatening manner, peer reviews may also help people to get along better.

    Self Reviews - Employees rate themselves on a number of criteria, usually with a formal survey form, and suggest improvements. Involving the employee as an equal in the review process is more likely to increase commitment to action plans.

    Upward Assessment - Upward assessments can help managers to keep their words and actions consistent, while showing areas where managers can improve their performance.

    360 Degree Review - 360 degree feedback is the most comprehensive type of appraisal. It includes self ratings, peer review, and upward assessments; feedback is sought from everyone. Use 360 feedback for key employees, managers and yourself.

  • Retaining Top EmployeesRewards and Recognition

    Employee of the month/quarter/year award Years of service award Write a thank you notePublic recognition of accomplishmentsAsk your coworkers about their family, their hobby or their weekendOffer staff members flexible scheduling for the holidaysKnow your coworkers interests well enough to present a small gift occasionallyTake coworkers or staff to lunch for a birthday, a special occasion or for no reason at all. Let your guest pick the restaurant. Create a fun tradition for a seasonal holiday Bring in bagels, doughnuts or another treat for staff and coworkers If you can afford to, give staff money. End of the year bonuses, attendance bonuses, quarterly bonuses and gift certificates say thank you quite nicely. Last, but not least, provide opportunity. People want chances for training and cross-training. They want to participate on a special committee where their talents are noticed.

  • Retaining Top EmployeesMotivating Employees

    Actively demonstrate that you value the unique needs of each employee

    Teach supervisors how to be good coaches and managers

    Ensure alignment between business goals and employee rewards

    Nurture the employee environment

    Ask employees what motivates them

  • Questions?

    Email: ActiveEndurance@activenetwork.com

    www.ActiveEndurance.com

    mailto:ActiveEndurance@activenetwork.com

  • AppendixSuggested Management Books

    One Minute Manager (Kenneth Blanchard and Spencer Johnson)First, Break All The Rules (Marcus Buckingham and Curt Coffman)1001 Rewards and Recognition (Bob Nelson)The Carrot Principle (Adrian Gostick and Chester Elton)

    Anyone potentially interested in hiring an Olympic caliber athlete for an internship can email JackWickens@runjackw@gmail.com(volunteer board member of the USA Track & Field Foundation - www.usatffoundation.org)

  • Thank you

    10182 Telesis Court, Suite 300San Diego, CA 92121

    800.661.1196

    www.ActiveEndurance.com

    Slide Number 1AgendaSurveyRecruiting and HiringWhy An Internship Program?Planning An Internship ProgramInterviewingRetaining Top EmployeesWhy Do Employees Leave?Employee RetentionEmployee RetentionEmployee RetentionEmployee RetentionEmployee SatisfactionEmployee Satisfaction (contd)Retaining Top EmployeesRetaining Top EmployeesRetaining Top EmployeesQuestions?AppendixSlide Number 21