2. RETENTION
Critical to long termhealth and success of the business
â˘Ensures customersatisfaction
â˘Product sales
â˘Satisfied co-workers & reporting staff
â˘Effective succession planning
â˘Deeply embedded organization knowledge & learning
4. Top Exit Reasons
⢠Limited communication & openness with Superiors
⢠Limited opportunities foradvancement/careergrowth
⢠Internal pay inequity between new & longerserving staff
⢠Heavy workload with no worklife balance
⢠Limited recognition forjob well done
⢠Unattractive Benefits Program
⢠Poorteamwork
5. Signs That An Employee Is Planning
to Leave
⢠Significantly increased lackof focus
⢠Radical change in attitude
⢠Less involvement with informal activities
⢠Markedly less interest in "going the extra mile"
⢠Increased time off
6. Signs That An Employee Is Planning
to Leave
⢠Taking more calls with the doorclosed orout of the
office/building
⢠Being less committed ordependable than usual
⢠Spending excessive time with clients orcolleagues out of
the office
⢠Removing personal items from the office
7. RETENTION
STRATEGIES
Selection
The right person, in the right seat, on the right bus is the starting point
Retain
Keep a close eye & earon the ground
Development
Mould them(especially the high potentials)
Compensation
Competitive total package
11. Retention Tactics/Tips
⢠Select the right people
⢠Set expectations â Clarify Goals, roles & responsibilities
⢠Ensure competitive total value proposition
⢠Linkrewards to performance
⢠Recognize and celebrate success
⢠Demonstrate respect & fairness to employees at all times
12. Retention Tactics/Tips
⢠Regularperformance feedback
⢠Make workfun with regularbonding sessions
⢠Enable employees to balance workand life
⢠Involve employees in decisions that affect theirjobs
⢠Provide opportunities fordevelopment
⢠Provide regularcoaching sessions
⢠Remove roadblocks