reducing attritionan dincreasingcorporate profits

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Reducing Attrition and Increasing Corporate Profits

An Easy Way for Human Resources to Add Tremendous Value

Francois M. Guay

February 2010



Over view

Premise

Unplanned attrition is very costly to companies and reduces profitability.

Solution

Reduce attrition by using the most cost efficient methods.



Key Causes of

AttritionEmployees leave because they do not have:

Clear expectations of goals, objectives and work to be accomplished.

Enough opportunities to be successful.

Enough learning opportunities.

Are not being recognized.

Are not being mentored, coached or receiving enough job support.

Are not working in a fun, supportive team environment.



Solution

Once every six months or every year (performance appraisal cycles are the

best time) have employees complete a 15 minute Career Engagement Profile

(CEP) to determine:

Which employees are most likely to leave.

Which executives, managers are not being proactive.

Which executives, managers are potentially ready for promotion.

Which programs may be required to reduce attrition.



Outcomes

Y ou receive:1. A detailed report showing the risk of an

employee leaving and what needs are not being met

2. A detailed report on each people manager and their ability to manageattrition or their cost to corporate attrition.

T he focus of the reports are on six categories:

Goals and Objectives

Ability to Succeed

Learning

Rewards and Recognition

Career Support

Team Environment

Francois can provide additional consulting expertise as required to provide indepth analysis, address any issues or provide workshops.



Cost

Tw o approaches:

1. Cost per employee

1. Less than 200 employees - $50 per employee2. 200-5000 - $35 per employee

3. 5000+ - $25 per employee

2. Results Based Engagement

After agreeing to some project parameters, a baseline is established at thebeginning of the engagement and then reviewed at a later time. Based on theresults, payment is determined. This approach requires a retainer and traveland engagement costs required by consultants are reimbursed.



If you are interested in this program offering, contact Francois M. Guay at 613

292 6315 or at [email protected]

Francois can review additional details about this program, costs, benefits.

http://ca.linkedin.com/in/francoisguay



What is a Career

Engagement Profile? After working with many clients that had high employee turnover, Francois developed the CEP to helporganizations better understand why their attrition was so high. The CEP explores thru a set of questions the following areas; Goals and Objectives, Ability to Succeed, Learning, Rewards andRecognition, Career Support and Team Environment.

Once the CEP¶s are completed, the employees answers are analyzed and tabulated and distributed

back to human resources or company management. The level of privacy that can be attributed to thetests are up to management.

Francois highly recommends that CEP¶s be done in conjunction with a companies performanceappraisal cycle. The questions require approximately only fifteen minutes of an employees time butprovides invaluable advice to the company.

The CEP allows companies to determine the following: Which employees are most likely to leave?Which executives, managers are not being proactive? Which executives, managers are potentiallyready for promotion? and Which programs may be required to reduce attrition?

The great thing about this tool is that it allows for a better understanding of how the companiesinfrastructure and programs support employee and therefore corporate success.



Biography

Francois M. Guay is a seasoned executive with over 23 years of experience in the public and private sectors. In the mid90¶s Francois was at the forefront of making internet recruiting the de facto standard in government. He won aPresident¶s award for his work and was quickly recruited by Nortel Networks.

While at Nortel as Vice President of Global Recruiting, he worked with business executives, HR practitioners and histeam, to develop aggressive recruitment and retention strategies that helped push Nortel into the internet world. For his

efforts, Francois was awarded the Circle of Excellence award two years running. Near the end of his time at Nortel,Francois established Partner Link, a tool that created partnerships with suppliers, clients and private sector organizations so that they could find and hire displaced Nortel employees.

After leaving Nortel, Francois launched two companies. TalentShift Inc. a management consulting company thatprovides human resource services, project management, shared services consultation and sales services to public andprivate sector companies.

Francois also launched Bright Circles where as CEO and Co-Founder, Francois aggressively pushed to create an

internet social networking site that would allow individuals to tap into their networks and create relationships that wouldallow them to create businesses and or find employment. The site launched in 2002 was ahead of current popular sites(Linkedin, Facebook, Myspace, etc).

He also worked for two years as Vice-President of Sales and Operations for North America for Drake Internationalwhere he managed a large sales team and focused on increasing sales and profits.

Francois is an avid marathoner (2:52 being his PB), whitewater kayaker, coach, outdoorsman, volunteer, cookextraordinaire (at least he likes to think so) and father to two great girls aged 12 and 14. He lives in Ottawa and is

considering going back to a full time private sector gig.

reducing attritionan dincreasingcorporate profits

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