Seven Best Practices for Managing and Retaining Employees

Company Confidential © 2016 Perks.com All Rights Reserved.
Seven Best Practices for Managing
and Retaining Employees

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Welcome!
Today’s presenters
Louise Anderson
VP - Chief Employee Strategist
Louise brings a wealth of knowledge and experience in the Incentive and Recognition field having operated
her own organization for 20 +years. Hundred’s of programs were designed and delivered for employee and
channel distribution, rewarding; behaviors, Key Performance Indicator (KPI) Improvements and accelerated
sales/cost containment. Louise is a Certified Professional of Incentive Management (CPIM) professional with
30 years’ experience in the performance improvement and incentive industry. Her programs consistently
delivered Returns on Investment (ROI) that exceeded 200% for clients.
Deb Broderson
Chief Marketing Officer
Deb Broderson comes to Perks with diverse experience leading channel marketing, marketing operations
and program management teams within the technology industry. Deb has provided strategic direction to
Fortune 500 clients, developed and executed global, multi-channel, go-to-market strategies and created
worldwide field marketing organizations. Deb has worked on both the agency and client-side of the
business, providing a well-rounded perspective to client challenges.

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Using GoToWebinar

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Why talent management is important
“I'm a planner, and most networks
don't plan. Bravo doesn't plan. Bravo
is lucky in a lot of ways - they've got a
lot of great talent, but at the same
time, they don't nurture it. They lost
Project Runway.”
Patti Stanger
Millionaire Matchmaker

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Today’s Discussion: Get the right people, with the right skills and
retain them.
1.
The evolution of talent
management
2.
A competency-based
talent management model
3.
Onboarding tips
4.
Best practices for managing
& retaining employees

The Evolution of Talent Management

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Common talent management approaches
Passive Succession planning
OR

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Today’s talent management reality is different
1. Fishing for talent 2. Impact of globalization &
technology
3. Generational differences

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A competency-based approach to
Talent Management

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Using a competency-based model
Competency alignmentInherent vs. learned skills Market requirements

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How does competency-based talent management work?
Attracting talent The interview process Selection criteria
1 2 3

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Onboarding

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But the facts are….
Sales Onboarding Programs: Current State
SiriusPerspective: A startling percentage of b2b companies lack a formal onboarding process, and
those that have implemented one often describe it as weak.
26%
Sales organizations that
have not implemented a
formal onboarding process
Enablement leaders who
indicated their onboarding
program is robust and complete
7% 40%
B2B organizations that state
they offer any type of actual
certification to new hires

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Develop an onboarding plan
During the first week, a new hire should get a good sense of the company culture and of the unspoken rules. First
week activities should focus on:
Helping a new hire get the lie
of the land
Understanding the company’s
setup, including working with
satellite offices
Acclimatizing the individual by having
him/her interact with other employees and
completing and necessary paperwork
Covering important work
processes, systems, tools
and communication methods
Meeting with managers to get
a better sense of his/her
working style and
expectations
Checking with the new hire to
evaluate their integration process.

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Develop an onboarding plan
Most companies want new hires to start on projects right away, but…
Invest in onboarding and continuous training to save on costs, increase productivity and
eliminate errors.
Product, solution, or technical role based certification training
Job-shadowing and rotation for greater exposure to the team
Providing opportunities for feedback and questions
Providing soft skills, communication and leadership training
Discussing performance management, goal setting, and success criteria

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Make the most of your investment
Attracting Talent
 Employer branding
 Millennial strategy
 Manager outreach
 Social tools
 Hiring profiles
 Identification of critical skills
 Word-of mouth campaigns
Interviewing
 Interviewing methods
(behavioral, situational,
demonstrative)
 Interview guides
 Interview style: one-on-one or
panel
Onboarding
 First week agenda
 Collaboration between training
organization and HR
 Training based on telling, showing and
performing tasks
 Competency alignment

Seven Best Practices for
Managing and
Retaining Employees
Hint: it starts with the hiring
process

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Best practice #1 Engaged employees are your best source of
new hires
Hired Through Over 1 Year Over 2 Years Over 3 Years
Employee
Referral
Career Site
Job Board
46%
33%
22%
45%
35%
20%
47%
39%
14%

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Best practice #2: Retention and loyalty must be your
priorities
Employee turnover may not be immediately apparent in your bottom line, but the loss of a productive
employee has consequences. There are eight common reasons employees leave jobs.
1. Lack of alignment with manager
2. Insufficient compensation
3. Company instability
4. Lack of feedback
5. No connection with co-workers
6. No access to leadership
7. No remote work
8. Poor recognition

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Best practice #3: Mentor relationships make a difference
A mentor provides guidance to less-experienced employees. They may be an internal employee or a
professional from outside of the company. Mentor benefits include:
1. Access to advice from someone with greater knowledge and experience
2. Access to demonstrations and guidance when solving problems
3. Constructive critiques of the employee’s work
4. Finding alternative ways to complete a task
5. Feeling less isolated
6. Improved productivity
7. Receiving tips on career growth and introductions to other professionals
8. Less inclination to leave the job

Best practice #4: Coaching and development
create a positive environment

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Best practice #5: Effective succession planning improves
retention of high-performing individuals

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Best practice #6: Goal setting makes everyone better

Best practice #7: Rethink your total rewards strategy

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Best Practice recap
Engaged employees are your best source of
new hires
Effective succession planning improves
retentionRetention and Loyalty must be your priorities
Goal setting makes everyone better
Mentor relationships make a difference
Rethink your total rewards strategy
Don’t forget about coaching and development
Below are some of the best practices we have seen leading companies implement in their holistic
approach to an enterprise-wide rewards system

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Thank You
landerson@perks.com
612.386.3900
www.perks.com
www.twitter.com/perksCorp
www.linkedin.com/company/perks.com
plus.google.com+PerksIncentivePrograms/posts
www.facebook.com/perksincentives

Seven Best Practices for Managing and Retaining Employees

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