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

3333

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!