Retaining & motivating employees
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Retaining & Motivating Retaining & Motivating EmployeesEmployees
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Why Retention MattersWhy Retention Matters
Costs: Costs: 1½ - 2 times salary & benefits1½ - 2 times salary & benefits Staffing costs – costs to hireStaffing costs – costs to hire Vacancy costs – lost productivityVacancy costs – lost productivity Training costs – to prepare new employeeTraining costs – to prepare new employee ““Acting” payActing” pay
Loss of knowledgeLoss of knowledge Work not done, priorities not metWork not done, priorities not met Impact on colleagues Impact on colleagues
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Obstacles to RetentionObstacles to Retention Competition for the tech savvy, interpersonally
skilled Declining supply of library & information
science professionals More choices for both degreed and non-
degreed personnel Low compensation Retirements Freezes
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Population DeclinePopulation Decline
0.0%
0.5%
1.0%
1.5%
2.0%
2.5%
3.0%
1975 1980 1985 1990 1995 2000 2005 2010 2015
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The Changed The Changed Employer-Employee RelationshipEmployer-Employee Relationship
The “contract” is broken Life Long Employment
vs. Mutuality of Purpose Free agents Flexibility to meet diverse
needs Work/life considerations
Think about yourself Think about yourself and your staff….and your staff….
Why do you stay?
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Why Employees StayWhy Employees Stay
A feeling of connection Feeling valued Personal and professional growth Continuous learning Making a difference Good management Can’t afford to leave Fair pay and benefits
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Compensation is Compensation is More than a SalaryMore than a Salary
Salary Benefits - the “other paycheck” Work environment
A three legged stool!
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Retention Begins with Retention Begins with OrientationOrientation
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OrientationOrientation
Relationship begins Relationship begins before the hire before the hire Employees value a personal connection Employees value a personal connection Accommodate different learning stylesAccommodate different learning styles Make it interactive and funMake it interactive and fun Complete paperwork and procedural Complete paperwork and procedural
“stuff” in advance“stuff” in advance
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Orientation Orientation Beyond the WorkplaceBeyond the Workplace
Offer dual career assistanceOffer dual career assistance Include family in the equation, invite to Include family in the equation, invite to
orientationorientation Match new employees with friends and Match new employees with friends and
services, new neighbors, teenage services, new neighbors, teenage babysitters, etc.babysitters, etc.
Help with relocationHelp with relocation
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Assimilation Assimilation
Provide a buddy/Provide a buddy/
mentoringmentoring Create & reward best practicesCreate & reward best practices Develop expectations for managementDevelop expectations for management
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Welcome!Welcome!
Desk, computer, workspace ready on Desk, computer, workspace ready on day one day one
Welcome cardWelcome card Balloons, food Balloons, food New employee party at work siteNew employee party at work site Formal follow-up at 30, 60, 90, 120 Formal follow-up at 30, 60, 90, 120
daysdays
Keys to RetainingKeys to RetainingTop TalentTop Talent
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Job Satisfaction & Retention Job Satisfaction & Retention
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1. Increase Opportunity1. Increase Opportunity
Challenge Interesting projects Responsibility Team leadership Special assignments Promotion
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Opportunities for Employee Opportunities for Employee Development Development
Internal recruitment Support for education Job rotation/cross training Task forces, project assignments Academies of learning Career ladders Mobility among libraries
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Cultivating ExcellenceCultivating Excellence
Individual development plans Coaching/mentoring Performance management with real
feedback and coaching 360 feedback Accelerated advancement/steps Co-manager opportunities Shared staff opportunities
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2. Decrease Stress2. Decrease Stress
Identify stressors Distribute work evenly Eliminate red tape Manage interruptions Promote and model
stress-reducing activities
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Work/Life BalanceWork/Life Balance Define work in terms of what
is to be accomplished Provide flexible work schedules Evaluate alternative work places and
telecommuting Appreciate dilemma of child care, elder care,
multiple individual roles “Allow” voluntary demotions Appreciate diversity of personal values and
priorities
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3. Provide Leadership3. Provide Leadership
Build trust Commit to helping others succeed Offer motivation Seek excellence Take action
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4. Emphasize Work Standards 4. Emphasize Work Standards
Focus on taking pride Link performance to customer
satisfaction Develop customer service and
quality measures collaboratively Be very clear on expectations Celebrate achievements
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5. Provide Fair Rewards5. Provide Fair Rewards
Employees want fair rewards for the work they do, based on:
Skill ResponsibilitiesEffortWorking conditions
Communicate Reward for top performance
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Convenience/Concierge ServicesConvenience/Concierge Services
Dry cleaner pick-up Supermarket / Carry-out delivery Financial planning Passes, discounts – zoo, museum Classes on-site – educational, fitness Discount coupons – cleaning services,
manicures, lawn care Wellness, health screening
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6. Allow Adequate Authority6. Allow Adequate Authority
Empower employees to act
Encourage employee input to decisions, goals, and direction setting
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Retaining Talented Workers as Retaining Talented Workers as They Near RetirementThey Near Retirement
Phased retirement Re-hiring as part-timers or consultants Temp work Training/mentoring assignment Sabbatical
Recognizing EmployeesRecognizing Employees
““People will forget what you People will forget what you said. People will forget what you said. People will forget what you did. But people will never forget did. But people will never forget
how you made them feel.”how you made them feel.”AnonymousAnonymous
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Recognition Recognition Enhances performance Helps motivate Provides practical
feedback Makes it easier to get
the work done Improves productivity
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Coworkers Recognize Colleagues Coworkers Recognize Colleagues
Dedication Achievement Character Service “Can do”attitude
Respect Cooperation Helpfulness Flexibility
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Supervisors Recognize StaffSupervisors Recognize Staff
Handling an emergency or difficult situation
Filling in on another job Completing a special task Consistently presenting a positive attitude
that inspires Giving time & assistance to an area or
staff person outside dept. or responsibility
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More Formal RewardsMore Formal Rewards
Customer Service Award Spirit Award Service Awards Retirements
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Developing a Developing a Recognition Program Recognition Program
Focus on the areas that have the most impact Involve employees Announce the program with fanfare Publicly track progress Have lots of winners Allow flexibility of rewards Renew the program as needed Link informal and formal rewards
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Getting StartedGetting Started
Start in your own sphere
Do just one thing differently
Focus on what you CAN do
Don’t expect perfection
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Building CommitmentBuilding Commitment
Focus - employees know what they need to do and what is expected of them
Involvement - people support most what they help to create
Development – encourage opportunities for learning and growth
Gratitude - recognize good performance (formal or informal)
Accountability - employees are responsible for their performance and lack thereof
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Fine-Tuning Retention Strategies Fine-Tuning Retention Strategies
Analyze turnover - address any problems Do exit interviews and USE the data Survey incumbents
Paper/pencil, online Town hall meetings Meetings with senior management
Not one size fits all! Target to individual needs
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THANK YOU!THANK YOU!