One day workshop for the HR team and departmental heads employed by a distribution business based in Manchester, seeking to reduce staff turnover rates.

1. Reducing attrition rates by Fluid September 2010

2. Page 2 Contents 3-4 Introduction to Fluid 5-6 True cost of attrition 7-8 Increase in organisational performance 9-10 A strategy for retention 11-16 Why are you going? 17-18 Managing the loss of a ‘constant’ 19-20 Handling a senior resignation 21-22 Exercise A 23-25 Quiz 26-29 Retention initiatives 30-31 Real-life example 32-33 Job dissatisfaction 34-35 Dispelling the myths-why workers actually leave 36-37 Turnover rates by occupation 38-42 What’s a reasonable turnover rate for voluntary leavers? 43-45 Diving after those that jump ship 46-47 Motivation 48-49 Keep outgoing employees happy 50-51 Exercise B 52-53 Case studies 54-55 Conclusion and questions

3. Page 3 Introduction

5. Selection- Attraction - Remuneration & Reward - Outplacement - Training & HR consultancy

6. Page 5 True cost of attrition

8. Resignation rate

9. Stability rate

12. Raise levels of morale and motivation

15. Making decision on how to combat these various factors

18. Change of career

19. Promotion outside the organisation

20. Level of pay

21. Lack of development or career opportunities

22. Leaving to have/look after children

23. Redundancy

24. Retirement

25. Level of workload

26. Stress of job/role

27. Lack of support from line managers

28. Number of working hoursWhy are you going? 1 of 5

30. Inadequate pay

31. Poor relationship with supervisor/manager

32. Poor work-life balance

33. Lack of independence in carrying out the job

34. Lack of belief in the purpose of the organisation

35. Lack of confidence in the future of the organisation

36. Uncomfortable working conditions

37. Lack of training/developmental opportunities

38. Promises not kept by management

39. Uninteresting work/boredom

40. Lack of teamwork/cooperationWhy are you going? 2 of 5

42. Lack of teamwork/cooperation

43. Uninteresting work/boredom

44. Promises not kept by managementWhy are you going? 3 of 5

46. Lack of promotion opportunities

47. Inadequate pay

48. Poor relationship with supervisor/managerWhy are you going? 4 of 5

50. When and with whom?

51. Third party involvement

52. Six months after leaving

53. What is done with the data?Why are you going? 5 of 5

54. Page 17 Managing the loss of a ‘constant’

56. Offer stability, control and support during change

57. Communicate early, consistently and clearly

58. Develop a culture of learning

61. Never be caught unawares

62. Have a succession plan

63. Look out for external talent

65. Page 22 Exercise A

66. Page 23 Quiz

68. 2. What % of leavers go due to dissatisfaction with the job and/or the organisation?

69. 3. Significantly more women leave organisations due to harassment or bullying-TRUE or FALSE

70. 4. Upon resigning, for how long has the average leaver been thinking of going?

72. 7. When leavers to new jobs are asked how their new package will compare, what % is the most common response?

73. 8. Which reason are leavers more likely to select when the survey is not anonymous?

74. 9. Which is the most common reason given by those leaving within six months than by more established employees?

77. Increased learning and development opportunities

78. Improved selection techniques

79. Improved induction process

80. Improved line management HR skills

81. Improved benefits

82. Made changes to improve work-life balance

83. Improved employee involvement

85. Revised the way people are rewarded so their efforts are better recognised

86. Made changes in way the organisation approaches career management

87. Offered secondments

88. Better promotion to employees of the employer brand

89. Redesigned jobs to make them more satisfying

90. Better publicised levels of pay and conditions

92. Green and corporate social responsibility

93. Health & wellbeing

94. Learning & development

95. Pay

98. Make people part of the decision-making process-let them make their own decisions about where they want to work

99. Don’t underestimate the importance of facilities such as car parking

102. I regret my career choice

103. The sector I want to move to is more stable

104. Progression is better in other sectors

105. % wishing to obtain a job in another sector

106. Most popular sectors for those who wish to change

107. How dissatisfied are you in your job?

108. Are you working harder?

109. I worry I’ll be made redundant

110. I worry my skillset is out of date

111. The recession has made me rethink my career Job dissatisfaction

112. Page 34 Dispelling the myths-why workers actually leave

114. Address

117. Managers/professionals 14%

118. Manual/craft workers 12%

119. Services( customer, personal, productive& sales) 16% Turnover rates by occupation

120. Page 38 What’s a reasonable turnover rate for voluntary leavers?

122. Agriculture and forestry 20%

123. Chemicals, pharmaceuticals and oil 8%

124. Construction 10%

125. Electricity, gas & water 5%

126. Engineering, electronics and metals 7%

127. Food, drink and tobacco 17%

128. Manufacturing 9%

129. Paper and printing 7%

130. Textiles 7%What’s a reasonable turnover rate for voluntary leavers 1 of 4 ?

132. Call centres 16%

133. Communications 13%

134. Finance, insurance and real estate 12%

135. Hotels, catering and leisure 30%

136. IT services 17%

137. Media 17%

138. Retail and wholesale 19%

139. Professional services 12%

140. Transport, distribution and storage 6%What’s a reasonable turnover rate for voluntary leavers 2 of 4 ?

142. Care services 17%

143. Charity services 13%

144. Housing associations 10%What’s a reasonable turnover rate for voluntary leavers 3 of 4 ?

146. Central government 8%

147. Education 5%

148. Health 9%

149. Local government 11%What’s a reasonable turnover rate for voluntary leavers 4 of 4 ?

150. Page 43 Diving after those that jump ship

152. Stenhouse case

153. Is the clause likely to make employees refuse business they would otherwise take?

155. Distinguish confidential information

158. What are your key personal and career objectives and goals in the long and short term?

159. How would you describe the meaning of success?

160. What form of reward most motivates you?

161. Explain a situation in the workplace where you have motivated colleagues?

164. Be sensitive

165. Follow a process

166. Communicate

168. Page 51 Exercise B

169. Page 52 Case studies

170. Page 53 Case studies

171. Page 54 Conclusion & Questions

172. Page 55 Conclusion Summary Questions