retention strategies: keeping the people you want to keep kay robinson, sphr

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Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR Robinson HR Consulting, Inc. Erin Ulery Director, Professional Development National Summer Learning Assoc.

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Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR Robinson HR Consulting, Inc. Erin Ulery Director, Professional Development National Summer Learning Assoc. - PowerPoint PPT Presentation

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Page 1: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Retention Strategies:Keeping the People You Want To Keep

Kay Robinson, SPHR Robinson HR Consulting, Inc.

Erin UleryDirector, Professional DevelopmentNational Summer Learning Assoc.

Page 2: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Our mission is to connect and equip schools and

community organizations to deliver quality summer learning programs to our nation’s youth to help close the

achievement gap.

Page 3: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Today’s Objectives

• Self assess retention at your program• Identify reasons why staff stay and why

they don’t • Exchange strategies for retaining staff

Page 4: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Quality Indicators of Professional Development

Staff Satisfaction and Retention

16

Staff surveys are not conducted. Program retains less than 25% of its eligible staff from year to year.

If conducted, staff surveys demonstrate moderate staff satisfaction. Program retains between 25% and 50% of its eligible staff from year to year.

Staff surveys mostly demonstrate high levels of satisfaction with the program. Program retains all staff through the term of the program. Program retains between 50% and 75% of its eligible staff from year to year.

Staff surveys consistently demonstrate high levels of satisfaction with the program. Program retains all staff through the term of the program. Program retains more than 75% of its eligible staff from year to year.

Page 5: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

ARE YOU READY TO FOCUS ON RETENTION?

Do you know:• how much it costs when you lose an

employee and how must it costs to hire and train a replacement?

• why employees leave your organization?• why employees stay with your

organization?• what your turnover rate is compared to

the industry average?• the amount of time you are spending on

recruitment versus retention?

Page 6: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

ARE YOU READY TO FOCUS ON RETENTION?

Are pay and rewards linked to performance? Are managers trained to select, orient, coach,

recognize, and retain good people and are they rewarded for doing a good job?

Are employees viewed as investments to be maximized instead of costs to be reduced?

Is your organization seen as an employer of choice?

Does your organization do what it takes to retain valued staff?

Page 7: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Why Good Employees Leave Start by asking those who leave …. Typically you will hear:

• No link between pay and performance• No opportunities for growth• No recognition for their contributions• No appreciation for their talents• The culture is abusive

Page 8: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Why Poor Employees Stay No accountability Good pay without having to perform Entitlement culture Can’t go anywhere else for

pay/benefits

Page 9: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

What Employees Want• Equity

• Safety• Treated with respect• Supervisory competence• Working conditions

Page 10: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

What Employees Want• Achievement

• Challenging work• Acquisition of skills• Ability to perform• Recognition• Employees proud of program/organization

Page 11: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

What Employees Want Camaraderie – cooperative,

interesting relations• Teamwork• Communications

• LET’S SHARE: How do you communicate with your staff?

• Positive Culture

Page 12: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Effective Culture Employees are valued, respected Supervisors are trained and

accountable for effective employee relations

Open Door/Open Book Listen Opportunity to Question (and not be

seen as high maintenance)

Page 13: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Let’s Talk About Culture Rate your organization: 1=E, 2=S, 3=P

• Views employees as partners• Recognizes the personal needs of employees• Communicates clear mission, vision, goals• Reward system supports the mission and goals• Puts a premium on employee involvement• Focuses on results, not who gets the credit• Trusts employees enough to delegate• Tolerates intelligent error and experimentation• Management style supports employee-focused culture

Page 14: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Effective Employee Relations Programs

Effective employee relations programs also know:• what motivates employees• what impacts employee satisfaction• that supervisors can make or break the

workplace environment

Page 15: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

How to be an Employer of Choice

Creative Benefits Creative Scheduling Effective Communication Effective Policies (consistently

applied) Effective Reward and Recognition Effective Culture

Page 16: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Institutionalize Retention as a Management Function

Develop a “Retention Team” Meet Regularly to Discuss Hiring and

Retention Issues Develop a Budget and Strategic Plan

for Recruiting/Retention Be as Cognizant of Retention as you

are of Turnover

Page 17: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Steps in the Retention Process

Assess Strengths/Weaknesses Now Train Supervisors – Recruit SMART Treat New Hires Well Develop Low Cost Ways to Energize

Workplace• Say Thank You, Employee Services, Ice

Cream Social, Spot Awards, Loans for Computers

LET’S SHARE: What low cost ways do you have in place to energize or reward employees?

Page 18: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Steps in the Retention Process

Address Issues/Problems Take Action Ask for Input

• Suggestion Program, Let’s Talk, Skip Meetings, Satisfaction Surveys, Focus Groups

LET’S SHARE: How do ask for input?

Page 19: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Retention Starts with Recruitment

Develop a plan to find good candidates

Consider alternative staffing options Train supervisors to interview right Give applicants realistic view of the

job – a reality check Always check references! Don’t hire a warm body

Page 20: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Evaluate Results Did your efforts reduce turnover? Implement an exit interview process

to discover why employees left Ask supervisors for input into

strengths/weaknesses of retention strategies

Page 21: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

What Do People Want From Their Jobs? Your Group Factors Typical TypicalIndividual Ranking Supervisors’ Employees’ Ranking Ranking Ranking

High Wages

Job Security

Promotions

Good Working Conditions

Interesting Work

Personal Loyalty of Supervisor

Tactful Discipline

Full Appreciation of Work Done

Help on Personal Problems

Feeling of Being “In” On Things

Page 22: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Factors Impacting Employee Satisfaction

Gallup study of 80,000 managers and one million employees

1) Knowing what is expected

2) Having the materials required

3) Opportunity to do what the person does best every day

4) Receiving recognition for good work

5) Someone cares

6) Someone encourages development

Page 23: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Factors Impacting Satisfaction (cont.)

7) Opinions seem to count

8) Mission makes person feel own work is important

9) Co-workers are committed to quality

10)Have a best friend at work

11)Have talked with someone on progress in last six months

12)Opportunities exist to learn and grow

First Break All the Rules, Buckingham, M. & Coffman, C. Simon & Schuster, 1999

Page 24: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Employee Involvement Strategies

Quality Programs Brown Bag Sessions “Let’s Talk” Sessions Celebrate Program “Wins” Suggestion System Employee Surveys Employee Focus Groups Task Forces and Committees

Page 25: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Low Cost Ways to Motivate and Energize Employees

Share Information Encourage Involvement Allow Independence Increase Visibility – Projects, Task

Force LET’S SHARE: What fun ways do you

energize employees?

Page 27: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Additional Resources: Making the Most of Summer Child Trends.org American Camp Association National Training Institute for Community Youth Work National Staff Development Council National Youth Development Information Center Beyond the Bell Cooperation for National and Community Service BELL Success: http://www.bellsuccess.org Foundations Inc. National Summer Learning Association

Page 28: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Next in the Series: Performance Management:  Ensuring Employees

Receive Formal Feedback – 5/27 11-12:00 EST In addition to day-to-day feedback, a formal performance

evaluation can help staff know how they are doing – and help them focus on ways to continue to be successful and ways to improve their performance. Learn how to effectively evaluate the performance of your staff and programs using performance management strategies.  Kay Robinson, SPHR, from Robinson HR Consulting and Erin Ulery, Director of Professional Development from the Association will lead the discussion.

https://www1.gotomeeting.com/register/139554153

Page 29: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Save the Date!“Summer Changes Everything!”Conference

November 9-10, 2010 Indianapolis, IN

The only national conference dedicated to summer!

Page 30: Retention Strategies: Keeping the People You Want To Keep Kay Robinson, SPHR

Remember your benefits!

Friend of Summer Learning

Individual Organization/District

• Access to open web content including field news, research and interviews with experts• Ability to network with other

membersthrough online discussion groups• Discounts on conference,

publications,and professional development

services• Two hours of quality program consulting via phone

• Access to curriculum rating tool, and Excellence in Summer Learning Award winner profiles

• Free program planning guide