PRESENTED BY:

STEPS TO PREVENTINGSTEPS TO PREVENTINGemployee poachingemployee poaching

COSTS OF REPLACING top employees

COSTS OF REPLACING top employees

150%annual salary forMid-Level Employees

annual salary forSpecialized Workers

400%

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TRAINING COSTS

PRODUCTIVITY

SOCIAL CURRENCY

YOUR BIZCOMPETITOR

“A”

INCREASEDCUSTOMER DEFECTION

More than 60% of HR professionals have reported an increase in the number of employees receiving an offer from rivals.

MADISON’S 7 STEP APPROACHMADISON’S 7 STEP APPROACH

So what should you be doing to

prevent employee poaching?

So what should you be doing to

prevent employee poaching?

CHECK YOURTOTAL rewards PORTFOLIOCHECK YOURTOTAL rewards PORTFOLIO

Is it on par with competitors? While workers maysay a higher salary compelled them to quit, it’s oftena lack of recognition that moves them to leave.

In other words, they go elsewhere because they are not getting the emotional payoff they desirewhere they are currently.

CHECK YOUR“psychological COMPENSATION”CHECK YOUR“psychological COMPENSATION”

Compensation goes beyond pay. A-players needfeedback and recognition.

They want their work to be acknowledgedand appreciated and if you are like the majorityof companies you don’t recognize topperformers enough.

EXAMINE YOURFUNDING allocationsEXAMINE YOURFUNDING allocations

If you are not in the 1-2% payroll range across allemployees, you are underfunding recognition.

You need to do more than account for yourinvestment, you also need to analyze where it’s going. Without that insight you can’t be sure if you are directing it for maximum return.

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DIAGNOSE vulnerability GAPS WITH TOP PERFORMERS DIAGNOSE vulnerability GAPS WITH TOP PERFORMERS

Consider “stay surveys” to learn more aboutwhat top talent thinks today about the work andthe opportunities it offers.

This will help you understand how individualsperceive their jobs, what they value from their work,and what they want to be recognized for.

BUILD & EXECUTE Arecognition/retention STRATEGYBUILD & EXECUTE Arecognition/retention STRATEGY

With the right social recognition technology, you will have a wider range of communication and recognition tools at your disposal.

Combine them all to show top performers thatthe attributes they value exist in your environment.

Getting better at what they do is what driveshigh performers. They are always looking for new ways to master their craft and are attracted to environments that help them do so.

Help your people see the potential that exists withinyour environment by helping them to learn and grow.

OFFERTHEM moreOFFERTHEM more

TRACK, EVALUATE &THEN reevaluate RESULTSTRACK, EVALUATE &THEN reevaluate RESULTS

Real-time and accurate analytical tools will help you compare and contrast data sets and gauge recognition activity against retention goals.

Use the intelligence gained to modify your messages and improve your offerings across the most vulnerable employee segments.

SummarySummary

With millions of open jobs, you would think that companies would look to fill them with people who are out of work but that’s not the case. They are actively pursuing top talent who can contribute more from the get-go.

Top talent has never been in more demand. They represent immediate economic advantages. Don’t lose them to your competitors because they felt underappreciated. Protect them from being poached with our seven-step process and with Maestro, the most configurable cloud-based SaaS Social Recognition Technology.