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Confidential and Proprietary © Glassdoor, Inc. 2008-2015© 2015 Robert Half International Inc. All rights reserved. An equal opportunity employer M/F/Disability/Vet.

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How to Retain Your Employees and What to Doif You Lose Your Star Player

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The Speakers

Alison Hadden Director of Brand Strategy,

Glassdoor

Paul McDonald Senior Executive Director,

Robert Half


By the way,I’m leaving.


What We’ll Cover

Why good employees quit

5 signs an employee is considering leaving

Creating a “disaster plan”

Q&A

Winning strategies for engaging and retaining employees


Why Good Employees Quit

*Source: Bureau of Labor Statistics**Source: Glassdoor

Employees are feeling more confident in the job market than they have in nearly 6 years

U.S. unemployment rate was 5.6% in December – the lowest level since June 2008

Nearly 3M jobs were created in 2014

“Quit rate” has stayed near a post-recession high of 1.8% for 7 consecutive months

JOB SEEKERSARE CONFIDENT**

THE JOB MARKETIS GOOD*


Survey Says …

Source: Robert Half

Bored with their job

Lack of recognition

Overworked

Unhappiness with management

Limited opportunities for advancement

Inadequate salary and benefits

10%

6%

9%

16%

20%

38%

8%

12%

12%

14%

22%

28%

CFOs Employees

CFOs and Workers Agree:Employees Most Likely to Quit Over Salary


5 Signs an Employee Is Considering Leaving

Disengagement and behavioral changes

Sudden interest in career development

Asking for information about previous projects

Decreased interaction with managers

A new, more formal wardrobe

1

2

3

4

5



1 Disengagement and behavioral changes

More errors and missed deadlines

Disengagement in meetings

Change in level of socialization with colleagues

Lower productivity


2


Was the person previously unconcerned

with advancement?

Is the person expressing frustration over a lack

of development opportunities?

Sudden interest in career development


3


Is there a sudden interest in company statistics or past successes?

A sign the employee is doing a resume update or preparing for a review, or is it a sign of an active job search?

Asking for information about previous projects


4


Has the worker stopped checking in with you regularly?

Do you feel your employee is purposely avoiding you?

Decreased interaction with managers


5


Dressing up can be a sign your employee has a job interview

A new, more formal wardrobe


The Disaster Plan

YOUR STAR EMPLOYEE JUST QUIT.

WHAT DO YOU DO NOW?

Stay calm

Conduct an exit interview

Use temporary help tofill the gap

Communicate with staff

Use your talent pipeline

Address the workplace issues

Develop succession plans

?


Don’t overreact

The dangers of extending a counteroffer

Remember, not all exits are bad

STAYCALM


CONDUCT AN EXIT INTERVIEW

Really listen to the answers

Someone other than the employee’s direct manager should conduct the interview

Questions to ask Why are you leaving? What did you enjoy most about the job? What would have convinced you to stay? Would you consider working for the company again? How did you find your new job?

Don’t wait until the last day to conduct an exit interview


FIND TEMP HELP

Use a contract or temporary professional in the short term

Fills the immediate need

Gives you time to conduct a thorough search for a new hire

Temporary worker could eventually be converted to full time


BE CANDID WITH STAFF

Don’t keep your remaining staff in the dark

Keep the team updated on plans for finding a replacement and moving forward

Should you share the person’s reasons for leaving?


USE YOUR TALENT PIPELINE

Expect that someone is going to leave, and be prepared for it

Source: CareerBuilder

Half of HR managers said they have open positions for which they can’t find qualified candidates

46% said hard-to-fill positions remain open for more than a quarter of the year

If you don’t have a pipeline, an experienced recruiter will


ADDRESS WORKPLACE ISSUES

Follow up on information from the exit interview

Have recent exit interviews revealed any trends?

What can you change to keep your employees engaged and invested?


DEVELOP SUCCESSION PLANS

Have replacements in mind for key players on your team and start training them

Develop junior employees’ skills so they’re ready to be promoted when you have a surprise opening

The departure of a star player can be an opportunity for another


Strategies for Retaining Employees

Winning employee engagement tactics to retain talent:

Offer competitive salaries

Know what matters most

Track employee sentiment

Communicate clearly

Focus on career development

Recognize great work


Offer Competitive Salaries

Know what your people are worth

Remember, insufficient pay is the top reason good employees leave

What are competitors paying? Are your keeping pace?– Glassdoor:

glassdoor.com/salaries– Robert Half Salary Guides:

roberthalf.com/salary-guides


What Matters Most

[Glassdoor member survey results]


Track Employee Sentiment

Keep tabs on how your employees are feeling to understand what matters

Where can your firm improve?


Engage Your Employees

Encourage organizational transparency

Communicate openly and honestly

Encourage employees to post reviews of the company on Glassdoor


Focus on Career Development

Provide defined career paths and promote from within

Offer assignments and projects that enable employees to put their skills to use

Provide training and education opportunities– Conferences– Online learning– Lunch-and-learns– Mentoring programs


Recognize Great Work

Regularly check in with employees– Don’t wait until it’s time for

annual reviews

Acknowledge a job well done, at both the individual and team level

In-person thanks can be powerful


Questions?


Click to edit Master title styleClick to edit Master title style

How to Retain Your Employees and What to Doif You Lose Your Star Player

Presented by:


confidential and proprietary © glassdoor, inc. 2008-2015 © 2015 robert half international inc. all...

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