Losing a talented employee can cost your business expertise, experience, momentum, and most importantly, money. Learn simple but powerful practices that, when implemented, are sure to keep your best talent working for you, instead of your competition.

1. How to AttractHow to Attract
and Keep Yourand Keep Your
Best EmployeesBest Employees

2. Today, We’ll Answer…Today, We’ll Answer…
 What does turnover of great employees currently cost your business
 What employees want most from their employers
 How to create loyalty to you, your company and your vision
 How to keep your best employees
 How to leverage your best employees to position you for future growth
 Don’t let me forget your free resource!

3. Free Webinar:
“Overcoming the Unique
Challenges of Today’s
Professional Woman”
“Web Review”
PowerPoint Presentation

4. US Bureau of Labor Statistics (BLS):
““I Quit” > “Let Go”I Quit” > “Let Go”
Worker Satisfaction is at it
lowest since 1987.
4 out of 5 workers are
contemplating leaving
their current job. *
* Right Management

5. The Cost of Losing an EmployeeThe Cost of Losing an Employee**
::
 “Fill-in” Person
 Loss of employee’s productivity (50% of person’s salary)
Administrative (exit interview, terminating payroll, notifying
COBRA, processing forms, etc.)
 Manager’s time to evaluate where employee left off
 Training, certification, licensing of exiting employee
 Loss of departmental productivity
 Severance and benefits continuation
 Lost knowledge, skills and contacts
 Potential loss of customers (especially if in sales)
* Hampton and Associates, Scientific and Executive Search Services, March 2012
These costs can realistically amount toThese costs can realistically amount to
150% of the employee’s annual salary!150% of the employee’s annual salary!

6. Let’s Do the Math:Let’s Do the Math:
Example:
Average salary = $30,000 / year
Cost of turnover = 150% of annual salary
Cost of the turnover PER EMPLOYEE = $45,000
300 employees with 10% turnover rate,
Annual cost of turnover = $1.35 million!Annual cost of turnover = $1.35 million!
* Hampton and Associates, Scientific and Executive Search Services, March 2012

7. Why Employees Leave:Why Employees Leave:
* Hampton and Associates, Scientific and Executive Search Services, March 2012
1. Relationship with Boss
2. Bored and Unchallenged
3. Relationship with Co-Workers
4. Opportunity to Use Skills and Abilities
5. Contribution to Business Goals
6. Autonomy and Independence
7. Meaningfulness of Job
8. Organization’s Financial Stability
9. Overall Corporate Culture
10. Recognition of Employee Job
Performance

8. What if They HAVEN’T Left?What if They HAVEN’T Left?
Lost Productivity Due to Presenteeism is Almost
7.5 Times Greater
Than That Lost to Absenteeism!
* (Employers Health Coalition, 2000, p. 3)

9. Top Five Reasons Employees Stay:Top Five Reasons Employees Stay:
* (Kaye & Jordan-Evans, 2008, p. 10).
1) Exciting and challenging work
2) Opportunities for career growth, learning and development
3) High-quality co-workers
4) Fair pay
5) Supportive management

10. Care for Your Employees Like YouCare for Your Employees Like You
Would a Well-Oiled Machine…Would a Well-Oiled Machine…

11. The Option…The Option…
 Cost
 Time
 Morale
 Consistency
 Stagnancy
You Pay With:You Pay With:

12. You must inspire and connect with them.
To Keep Your Best Talent:To Keep Your Best Talent:

13. 1. Maintain Clear Vision1. Maintain Clear Vision
 Corporate Vision
 Your Employee’s Vision
 Aligning Visions

14. Clearly Define &Clearly Define &
Communicate theCommunicate the
VisionVision
Vision: “A mental image produced in the mind”.

15. 1)Verbalize and Advertise Your Mission and Vision.
Make sure it comes from the heart, not just the head.
Getting Buy-InGetting Buy-In
for the Vision:for the Vision:

16. The Vision Must Answer theThe Vision Must Answer the
Question…Question…
 Why does your company exist?
 What does this mean to you personally?
 Why should your people care?

17. Determine your Employee’s vision.
By listening carefully, you create trust, clarity and inspiration for your team.
Getting Buy-InGetting Buy-In
for the Vision:for the Vision:

18. • “What do you want to accomplish?”
• “Why do you want to accomplish this?”
• “How will your life change for the better?”
• “What do you need to accomplish this?”
Find Out Your Employee’s Vision:Find Out Your Employee’s Vision:
Professional…and PersonalProfessional…and Personal

19. 3) Find the common denominators between visions.
Agree on what you will accomplish together.
Getting Buy-InGetting Buy-In
for the Vision:for the Vision:

20. Merging VisionsMerging Visions
 Listen Carefully
 Express Interest
 Look for common ground
Consider Opportunities to help them Achieve
Their Goals

21. 4) Help your employee to accomplish his/her vision.
Build a strategic alliance that benefits you both.
Getting Buy-InGetting Buy-In
for the Vision:for the Vision:

22. 2. Maintain Balance2. Maintain Balance
Fifty-one percent of employees said they were less productive at work as a
result of stress (American Psychological Association, 2009).
More than half of adults report that family responsibilities are a significant
source of stress and 55% of employees say that job demands have
interfered with responsibilities at home in the past three months.
(American Psychological Association, 2009)
Conflict between work and family roles
was found to lower the perceived
quality of both work and family life
which, in turn, influences organizational
outcomes such as productivity,
absenteeism and turnover (Higgins,
Duxbury, & Irving, 1992).

23. Maintaining BalanceMaintaining Balance
Make Balance a Part of Your Culture

24. BalanceBalance
- Vacation
- Adequate vacation coverage
- Flex Time
- Limited Overtime
- Staff to Prevent Overwork
- On site childcare
- Telecommuting
- Maternity / Paternity leave
- Gym memberships
- Concierge services

25. 3. Provide “Upgrades”3. Provide “Upgrades”
 Training
 Certifications
 Licensing
 Professional Development
 Tuition Reimbursement

26. Companies that invest more than average in employee training
outperform the market by 45%
and have returns that are 86% higher than those companies that
spend less than average.
Benefits of “Upgrading” Your StaffBenefits of “Upgrading” Your Staff
* Bassi, Ludwig, McMurrer, & Van Buren, 2000

27. What Message Does This Send?What Message Does This Send?
“I Care
About What
You Want
Too”
“I Have
Future
Plans for
You”
“You are
Worth
Investing
In”

28. 4. Maintain Proper Alignment4. Maintain Proper Alignment
Do You Know What is
Going On When You
Take Your Hands off the
Wheel of Your Business?
(Vacation, Out Sick, Out
of Town, etc.)

29. Maintain Proper AlignmentMaintain Proper Alignment
- Unclear Leadership
- Lack of Structure
- Unhealthy Work Relationships Equip Your Managers for Success:
- Leadership Training
- Authorization
- Backup and Support
Create Structure:
- Operations Manual
- Clear Communication
- Performance Review System
- Accountability

30. Successfully Holding Others AccountableSuccessfully Holding Others Accountable
1. Be a Role Model
2. Be Clear About Expectations
3. Make Accountability Public
4. Foster Peer Pressure

31. Effectively Deal with ConflictEffectively Deal with Conflict
Three Steps to Better Communication and Teamwork:
1.Understand the personality and relational styles of those on your team.
2.Learn – then teach your staff – tools involved for effective communication.
3.Have a set of “rules” to work by – and stick to them.

32. Resources for Building a Strong WorkResources for Building a Strong Work
EnvironmentEnvironment
 “School of Hard Knocks” / Experience
 Coaching
 Mentor
 Training / Seminars / Workshops

33. 5. Provide a Path with Direction5. Provide a Path with Direction
 Mentoring
 Coaching
 Succession Planning

34. Strategies for MentoringStrategies for Mentoring

35. The Basics of CoachingThe Basics of Coaching
 Listen
 Ask Questions
 Provide Focus
 Encourage

36. Succession PlanningSuccession Planning
Benefits of a Succession PlanBenefits of a Succession Plan
 Eventually gives you more time
 Increases morale and motivation
 Creates loyalty and consistency

37. 3 Major Components of an3 Major Components of an
Effective Succession Plan:Effective Succession Plan:
 Identify the key roles/tasks needed
 Your potential replacement
 Proper training and mentoring
Succession PlanningSuccession Planning

38. To Attract & Keep Your Best Employees:To Attract & Keep Your Best Employees:
1. Maintain Clear Vision
2. Provide “Upgrades”
3. Maintain Balance
4. Maintain Proper Alignment
5. Provide a Path with Direction

39. Free Webinar:
“Overcoming the Unique
Challenges of Today’s
Professional Woman”
“Web Review”
PowerPoint Presentation

40. Questions?Questions?
Comments?Comments?
THANK YOU!THANK YOU!