Recruiting and Retaining Top Talent for Your Organization

Scott Evans, VP Sales, Active NetworkJosie Donnelly, Sales Director, Active Network

AgendaIntroductions – quick surveyRecruiting and hiringEmployee retentionGroup discussion (Q&A)

Survey

Survey Questions:How many have >10 paid ee’sHow many have >50% paid/volunteerHow many people have employees /interns working >3 mos./yr.

Recruiting and HiringRecruiting employees (where to find them)

Volunteers– Running clubs– Website– High Schools (fundraisers)

Interns– College career centers and career night– credit or paid

Paid Employees

Why An Internship Program?How can your organization benefit?

A strong internship program can be a significant way to attract new hires (about 1/4 of all new hires from campuses are sourced through employers' own internship programs)

How do the interns benefit?Students know that a successful internship can be the ticket to a great job The relationships built during an internship can be the basis of a professional network that helps launch a successful career

Planning An Internship ProgramThink of the big pictureGive interns a meaningful assignmentClarify objectivesTap your best supervisors and leadersPlan and budgetPay attention to selecting good internsEvaluation performanceCreate a program that continues on its own

Interviewing

Start with a good job descriptionDiscuss relevant experienceFor important traits, ask for real life examples –situations where they have demonstratedAsk why they want to work at your organization

You can tell what sort of research they have done

Always allow them to ask you questionsDo they follow up?

Retaining Top EmployeesAttract high achievers, then keep them. Employee turnover can be a blow to your business. Minimize its impact by finding quality staff and keeping your good employees happy

Why is retention important?Monetary cost to organization - a private company loses, on average, more than $13,000 when a full-time employee leaves Decreased employee morale – turnover affects your whole organization

Why Do Employees Leave?Not getting along with their direct supervisorDesire for more moneyNeed for better work/life balanceLack of career growth, challenging assignments

More than half of all exiting employees cite better pay and benefits as their reasons for moving on, however, many times they've decided

to leave because they don't like the people, the boss, or the environment they are in. In reality, only 12% actually depart because

of money matters.

Employee Retention

With regard to employee retention, manager trumps company.

Companies will attract top talent, but it’s the immediate manager who determines how effective and how long the employee will stay.

Employee Retention

Good Managers:Do not try and help employees overcome weaknessesDo not treat all employees equallyThey do play favorites

Happy employees = happy customer which result in shareholder value (profits)

Employee Retention

What great managers know:People don’t change that muchDon’t waste time trying to put in what was left out.Try and draw out what was left in

Employee Retention

What do great managers do?Select the right peopleSet expectationsMotivate the personDevelop the person

Employee SatisfactionGallop polled over 1M employees, the most loyal

and productive. Measuring the strength of a workforce can be measured with 12 questions:

1. Do I know what is expected of me at work?2. Do I have the materials and equipment I need to do my work

right?3. At work, do I have the opportunity to do what I do best every day?4. In the past 7 days, have I received recognition or praise for doing

good work?5. Does my supervisor, or someone at work, seem to care about me

as a person?6. Is there someone at work who encourages my development?

Employee Satisfaction (cont’d)7. At work, do my opinions count?8. Does the mission/purpose of my company make

me feel my job is important?9. Are my co-workers committed to doing quality

work?10. Do I have a best friend at work?11. In the last 6 months, has someone talked to me

about my progress?12. This last year, have I had opportunities at work to

learn and grow?

Retaining Top EmployeesPerformance Reviews - The best performance reviews let

managers and employees communicate -- share ideas, opinions, and information.

Peer Reviews – Helping peers to understand each others' work and by airing grievances in a non-threatening manner, peer reviews may also help people to get along better.

Self Reviews - Employees rate themselves on a number of criteria, usually with a formal survey form, and suggest improvements. Involving the employee as an equal in the review process is more likely to increase commitment to action plans.

Upward Assessment - Upward assessments can help managers to keep their words and actions consistent, while showing areas where managers can improve their performance.

360 Degree Review - 360 degree feedback is the most comprehensive type of appraisal. It includes self ratings, peer review, and upward assessments; feedback is sought from everyone. Use 360 feedback for key employees, managers and yourself.

Retaining Top EmployeesRewards and Recognition

Employee of the month/quarter/year award Years of service award Write a thank you notePublic recognition of accomplishmentsAsk your coworkers about their family, their hobby or their weekendOffer staff members flexible scheduling for the holidaysKnow your coworker’s interests well enough to present a small gift occasionallyTake coworkers or staff to lunch for a birthday, a special occasion or for no reason at all. Let your guest pick the restaurant. Create a fun tradition for a seasonal holiday Bring in bagels, doughnuts or another treat for staff and coworkers If you can afford to, give staff money. End of the year bonuses, attendance bonuses, quarterly bonuses and gift certificates say “thank you” quite nicely. Last, but not least, provide opportunity. People want chances for training and cross-training. They want to participate on a special committee where their talents are noticed.

Retaining Top EmployeesMotivating Employees

Actively demonstrate that you value the unique needs of each employee

Teach supervisors how to be good coaches and managers

Ensure alignment between business goals and employee rewards

Nurture the employee environment

Ask employees what motivates them

Questions?

Email: ActiveEndurance@activenetwork.com

www.ActiveEndurance.com

AppendixSuggested Management Books

One Minute Manager (Kenneth Blanchard and Spencer Johnson)First, Break All The Rules (Marcus Buckingham and Curt Coffman)1001 Rewards and Recognition (Bob Nelson)The Carrot Principle (Adrian Gostick and Chester Elton)

Anyone potentially interested in hiring an Olympic caliber athlete for an internship can email JackWickens@runjackw@gmail.com(volunteer board member of the USA Track & Field Foundation - www.usatffoundation.org)

Thank you

10182 Telesis Court, Suite 300San Diego, CA 92121

800.661.1196

www.ActiveEndurance.com