love 'em or lose 'em: retaining and engaging … em or lose em.pdf · love 'em or...

Love 'Love 'EmEm or Lose 'or Lose 'EmEm: : Retaining and Engaging Retaining and Engaging

Today's Talent Today's Talent

Presented by:

Dr. Beverly KayeFounder/CEO

Career Systems International

August 22, 2006

Love 'Em or Lose 'Em: Retaining and Engaging Today's Talent

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2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans

© 2006 Career Systems International, Beverly Kaye and Sharon Jordan-Evans

Retaining Talent is Good Business

Higher profit marginIncreased salesIncreased market shareGreater net income per employeeLower costsBetter asset utilizationHigh customer satisfaction

“This is a competitive edge that is often overlooked by mostorganizations.”

-- Aberdeen Group, Inc., Research Report, 2004


Leaders Must Understand

Which skills will make or break the business

Where those skilled individuals will come from

AND

How to keep these workers engaged and committed.

“Only those organizations that respond swiftly and plan effectively will stay competitive.”

-- Deloitte Consulting Human Capital Report, 2005


The Perfect Storm!

Healthier Economy

Changing Demographics

Skill Shortage

Unhappy Employees

" Resource: Talent in the Spotlight, Resource Articles


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What Matters Most?

q Exciting work, challengeq Career growth, learning & developmentq Great peopleq Fair pay q Good bossq Recognition, valued, respectq Benefitsq Meaningful work – making

a differenceq Pride in organization, mission, productq Great work environment, culture

" Resource: Retention Drivers Report


What Stops Us?

Differentiating knowing from doing

Passing the buck

Running on empty

Believing $ can fix it

Forgetting the basics


Critical Success Factors

ASK

BUCK

NUMBERS

ZENITH


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Insist On “Stay” Interviews

What about your job makes you jump out of bed in the morning? What makes you press the snooze alarm?

If you won the lottery and resigned, what would you miss most?

If you went back to a position in the past that you loved, what would it be? Why?

What can I do to keep you?

What would entice you away?" Resource: ASK Chapter, Love ‘Em or Lose ‘Em


A 25 year study of 12 million workers in 7,000 different companies discovered:

The relationship with a manager determines the length of an

employee’s stay.

-- The Gallup Organization


NUMBERS: Run ThemWhy The Loss Is So Costly!

The Treadmill Factor

The Pied Piper Effect

The Promotion Pool Depletion

The Absorption Phenomenon

The Lost Opportunity Conundrum

" Resource: Turnover Calculator


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A Talent-Focused Leader

Selects and develops people so they grow

Has a management style that breeds loyalty

Creates work environment that people love


Development and Growth

CAREERS:Support Growth

OPPORTUNITIES:Mine Them

HIRE:Fit is It

MENTOR:Be One

LINK:Create Connections

ENRICH:Energize the Job

GOALS:Expand Options


GOALS: Expand Options

Lateral:

Enrichment:

Vertical:

Exploratory:

Realignment:

Relocation:

Moving across

Growing in place

Moving up

Researching

Shifting gears

Moving out


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HIRE: Fit is itMake a match or start from scratch

In Search of Fit

Re-recruit ASAP

Extend the handshake

" Resource: Quick Quits, Resource Articles


Style

TRUTH:Tell It

DIGNITY:Show Respect

UNDERSTAND:Listen Deeper

YIELD:Power Down

JERK:Don’t Be One

REWARD:ProvideRecognition

QUESTION:Reconsider the Rules


REWARD: Provide RecognitionWhich matters more: praise or pay?

Reward RulesThe Universal RewardOut of the Box

FavorsTrophies

FreedomToys

FunTime


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REWARD: Top Ten “Openers”

“You really made a difference by…”“I’m impressed with…”“You got my attention with…”“You’re doing top quality work on…”“You’re right on the mark with…”“One of the things I enjoy most about you is…”“You can be proud of yourself for…”“We couldn’t have done it without your…”“What an effective way to…”“You’ve made my day because of…”


A Dozen Jerk Behaviors

üNot listeningüDemanding

negative feedbackdeadlines

üGiving mostlyüSetting impossible

üBreaking promisesüWithholding praise

üBlamingüCriticizing

üDistrustingüBlowing up

üNot caringüLacking patience

2006 © Beverly Kaye and Sharon Jordan-Evans

Jerk Survey: What would make you walk?

5Intimidates

4Micromanages

5432

1

WomenMenBehavior

Yells at people

Humiliates and embarrasses others

3Condescends or demeans

2Lies

1Belittles people in front of others

Top 5 Jerk Behaviors by Gender

" Resource: The Jerk Survey, www.KeepEm.com


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Environment

FAMILY:Get Friendly

SPACE:Give It

KICKS:Get Some

PASSION:Encourage It

INFORMATION:Share It

X-ers and other Generations:

Handle with Care

WELLNESS:Sustain It

VALUES:Define and Align

2006 © Beverly Kaye and Sharon Jordan-Evans

Generations at Work

Technology

Relationship

Work Ethic

Technically savvy (100%)

Technically proficient (80%)

Technically challenged

(40%)

Technology fascination

Career options

Career and professional

loyalty

Loyal to employer,

with reservations

Loyal to employer

Lifestyle firstPersonal life first, work is important

Work long hours, and

tell you about it

Work ‘til you drop

Gen YGen XBoomersSilents


ZENITH: Go For It!

What strategies matter most to your team?

What could you strengthen?

How will you start?

© Beverly Kaye & Sharon Jordan-Evans Love ‘Em or Lose ‘Em: Getting Good People to Stay, 3rd Edition, (San Francisco: Berrett-Koehler Publishers, Inc., 2005)

ASK: What Keeps You? Do you know what they want?

NUMBERS: Run Them Calculate the cost of loss.

BUCK: It Stops Here Who’s in charge of keeping them?

OPPORTUNITIES: Mine Them Will they find them inside or outside?

CAREERS: Support Growth Are you building their future or are you in the way?

PASSION: Encourage It Help them find the work they love – without leaving.

DIGNITY: Show Respect Do they know you respect them?

QUESTION: Reconsider the Rules Which will you keep: the rules or the people?

ENRICH: Energize the Job Do your people have to leave to find growth and challenge?

REWARD: Provide Recognition Which matters more: praise or pay?

FAMILY: Get Friendly Avoid making your employees choose between work and family.

SPACE: Give It Are your people on a short leash?

GOALS: Expand Options There are five career paths other than up.

TRUTH: Tell It The truth hurts – or does it?

HIRE: Fit is It Make a match or start from scratch.

UNDERSTAND: Listen Deeper When you tune out, you lose out – and they move out.

INFORMATION: Share It Do you have it? Do you share it?

VALUES: Define and Align What matters most?

JERK: Don’t Be One Are you one?

WELLNESS: Sustain It Are they sick or tired?

KICKS: Get Some Are we having fun yet?

X-ERS & Other Generations: Handle with Care

They are different – Can you keep them?

LINK: Create Connections If you build them, they will stay.

YIELD: Power Down Give it up to keep them.

MENTOR: Be One Are they learning from you?

ZENITH: Go for it Are you turning ideas into actions?

The Manager’s Responsibility in Retention & Engagement

Adapted from Love It Don’t Leave It: 26 Ways to Get What You Want At Work,

by Beverly Kaye & Sharon Jordan-Evans (San Francisco: Berrett-Koehler Publishers, Inc., 2003)

ASK: And You May Receive Do they know what you want?

NUMBERS: Assess Your Worth Weigh Them.

BUCK: Don’t Pass It Satisfaction is your job.

OPPORTUNITIES: They Are Still Knocking Open the door.

CAREERS: Chart Your Course Who owns yours?

PASSION: It’s Not Just A Fruit Do what you love.

DIGNITY: Give It to Get It It’s About R-E-S-P-E-C-T

QUESTION: Go Outside the Box Are the barriers real?

ENRICH: Energize Your Work What’s new?

REWARD: Reap Your Own It’s more than money.

FAMILY: Seen Yours Lately? Only you can put them first.

SPACE: Want Some? Don’t fence me in.

GOALS: Up is Not the Only Way Keep your options open.

TRUTH: It Hurts…or Does It? Get feedback…others know.

HIRE: Are You On-Board? Re-sell yourself internally.

UNDERSTAND: Are You Listening Enough? Tune in or lose out.

INFORMATION: Plug Yourself In Keep your ear to the ground.

VALUES: What Matters Most? Invest in them

JERK: Work With One? Deal with it.

WELLNESS: Time For a Check-up? Take care.

KICKS: Are We Having Fun Yet? Make it happen.

X-ERS & Other Generations: Bridge the Gap Can we talk?

LINK: Build the Connection Networks matter.

YIELD: Get Out of Your Own Way Give it up.

MENTOR: Make Your Own Match Learning is everywhere.

ZENITH: Are We There Yet? Never.

Employee Involvement:

Responsibility Also Rests With Them


Resources

Retention Driver’s Report – What Kept You?

Turnover ROI Calculator (http://www.careersystemsintl.com/employeeretention.htm)

Business Cases (www.CareerSystemsIntl.com)

Invest in Your Values (www.keepem.com)

The “Jerk” Survey (www.keepem.com)

Resource Articles (www.keepem.com)

“Stay” Interview

Love ‘Em excerpts: (www.KeepEm.com)

Unless indicated by a web-address, upon request

"

Career Systems International is a Talent Management Company whose workshops and materials show organizations how to use development processes to attract and retain their key people. We help build a culture where employees are energized and managers are supportive, where mentoring becomes a natural, everyday occurrence, where growth and learning are on-going. By linking career development to current and emerging business needs, we assist our clients in identifying the bench strength necessary for effective succession planning.

Our Specialties fall into four core areas: Career Development, Engagement and Retention, Workplace Satisfaction, and Mentoring. Our products and programs are distinguished by their flexibility, ease of implementation, and efficacy. Whether we're using web-enabled self-assessment tools, management coaching programs, or diagnostic surveys, we address critical organization development issues in a way that is simultaneously dynamic and user-friendly. We are known for our simple but engaging tools that get to the point quickly. Managers like them because they are substantive but also fun to use: we take pride in our ability to make complex issues simple to understand.

Our Clients are primarily Fortune 1000 companies whose names are familiar brands in the market place. Our projects range from the delivery of individual training programs in a single division or department of an organization to enterprise-wide interventions around the world. When our generic tools are not enough to satisfy a particular client's needs, we are always ready to tailor these programs to align with the unique corporate culture or to modify them superficially to fit an organization's brand and image. We have delivered numerous online and blended programs with the same demonstrated flexibility.

Our founder and CEO, Dr. Beverly Kaye, is known for her cutting edge thinking in the career development and retention and engagement field for 25 years. She is the recipient of the ASTD “Legend” award for her contribution to workplace learning over the past two decades. She is the author of the classic career development book, Up is Not the Only Way, and the co-author (with Sharon Jordan-Evans) of the international bestseller on retaining talent, Love 'Em or Lose 'Em: Getting Good People to Stay, and the workplace satisfaction sequel, Love It, Don't Leave It: 26 Ways to Get What You Want at Work. She is also a frequent contributor to Fast Company.

2300 Stafford Avenue, Suite 500

Scranton, PA 18505 800.577.6916 or [email protected]

www.careersystemsintl.com www.keepem.com

www.loveitdontleaveit.com

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