Download - Retaining %26 Motivating Employees

7/31/2019 Retaining %26 Motivating Employees

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Retaining & MotivatingEmployees


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Why Retention Matters

Costs: 1 - 2 times salary & benefits

Staffing costscosts to hire

Vacancy costslost productivityTraining coststo prepare new employee

Acting pay

Loss of knowledge Work not done, priorities not met

Impact on colleagues


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Obstacles to Retention

Competition for the tech savvy, interpersonallyskilled

Declining supply of library & information

science professionals More choices for both degreed and non-

degreed personnel

Low compensation

Retirements

Freezes


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Population Decline

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

1975 1980 1985 1990 1995 2000 2005 2010 2015


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The ChangedEmployer-Employee Relationship

The contract is broken

Life Long Employment

vs. Mutuality of Purpose

Free agents

Flexibility to meet diverseneeds

Work/life considerations


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Think about yourself

and your staff.

Why do you stay?


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Why Employees Stay

A feeling of connection

Feeling valued

Personal and professional growth Continuous learning

Making a difference

Good management Cant afford to leave

Fair pay and benefits


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Compensation is

More than a Salary

Salary

Benefits - the other paycheck

Work environment

A three legged stool!


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Retention Begins with

Orientation


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Orientation

Relationship begins before the hire

Employees value a personal connection

Accommodate different learning styles

Make it interactive and fun

Complete paperwork and procedural

stuff in advance


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Orientation

Beyond the Workplace

Offer dual career assistance

Include family in the equation, invite to

orientation

Match new employees with friends and

services, new neighbors, teenagebabysitters, etc.

Help with relocation


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Assimilation

Provide a buddy/

mentoring

Create & reward best practices

Develop expectations for management


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Welcome!

Desk, computer, workspace ready on

day one

Welcome card Balloons, food

New employee party at work site

Formal follow-up at 30, 60, 90, 120

days


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Keys to Retaining

Top Talent


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Job Satisfaction & Retention


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1. Increase Opportunity

Challenge

Interesting projects

ResponsibilityTeam leadership

Special assignments

Promotion


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Opportunities for Employee

Development

Internal recruitment

Support for education

Job rotation/cross training

Task forces, project assignments

Academies of learning Career ladders

Mobility among libraries


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Cultivating Excellence

Individual development plans

Coaching/mentoring

Performance management with realfeedback and coaching

360 feedback

Accelerated advancement/steps Co-manager opportunities

Shared staff opportunities


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2. Decrease Stress

Identify stressors

Distribute work evenly

Eliminate red tape Manage interruptions

Promote and model

stress-reducing activities


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Work/Life Balance

Define work in terms of what

is to be accomplished

Provide flexible work schedules

Evaluate alternative work places andtelecommuting

Appreciate dilemma of child care, elder care,

multiple individual roles Allow voluntary demotions

Appreciate diversity of personal values and

priorities


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3. Provide Leadership

Build trust

Commit to helping others succeedOffer motivation

Seek excellence

Take action


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4. Emphasize Work Standards

Focus on taking pride

Link performance to customer

satisfaction Develop customer service and

quality measures collaboratively

Be very clear on expectations

Celebrate achievements


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5. Provide Fair Rewards

Employees want fair rewards for the workthey do, based on:

Skill

Responsibilities

Effort

Working conditionsCommunicate

Reward for top performance


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Convenience/Concierge Services

Dry cleaner pick-up

Supermarket / Carry-out delivery

Financial planning Passes, discountszoo, museum

Classes on-siteeducational, fitness

Discount couponscleaning services,manicures, lawn care

Wellness, health screening


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6. Allow Adequate Authority

Empower

employees to act

Encourageemployee input to

decisions, goals,

and directionsetting


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Retaining Talented Workers as

They Near Retirement

Phased retirement

Re-hiring as part-timersor consultants

Temp work

Training/mentoringassignment

Sabbatical


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Recognizing Employees

People will forget what yousaid. People will forget what you

did. But people will never forget

how you made them feel.Anonymous


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Recognition

Enhances performance

Helps motivate

Provides practicalfeedback

Makes it easier to get

the work done Improves productivity


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Coworkers Recognize Colleagues

Dedication

Achievement

Character Service

Can doattitude

Respect

Cooperation

Helpfulness Flexibility


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Supervisors Recognize Staff

Handling an emergency or difficultsituation

Filling in on another job

Completing a special task

Consistently presenting a positive attitude

that inspires Giving time & assistance to an area or

staff person outside dept. or responsibility


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More Formal Rewards

Customer Service Award

Spirit Award

Service Awards

Retirements


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Developing a

Recognition Program

Focus on the areas that have the mostimpact

Involve employees Announce the program with fanfare

Publicly track progress Have lots of winners

Allow flexibility of rewards

Renew the program as needed

Link informal and formal rewards


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Getting Started

Start in your ownsphere

Do just one thingdifferently

Focus on what youCAN do

Dont expectperfection


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Building Commitment

Focus - employees know what they need to doand what is expected of them

Involvement - people support most what they

help to create Developmentencourage opportunities for

learning and growth

Gratitude - recognize good performance

(formal or informal) Accountability - employees are responsible

for their performance and lack thereof


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Fine-Tuning Retention Strategies

Analyze turnover - address any problems

Do exit interviews and USE the data

Survey incumbents Paper/pencil, online

Town hall meetings

Meetings with senior management

Not one size fits all! Target to individualneeds


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THANK YOU!

Download - Retaining %26 Motivating Employees

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