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!