Seven Best Practices for Managing and Retaining Employees

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Seven Best Practices for Managing and Retaining Employees

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Welcome!Today’s presenters

Louise AndersonVP - Chief Employee Strategist

Louise brings a wealth of knowledge and experience in the Incentive and Recognition field having operated

her own organization for 20 +years. Hundred’s of programs were designed and delivered for employee and

channel distribution, rewarding; behaviors, Key Performance Indicator (KPI) Improvements and accelerated

sales/cost containment. Louise is a Certified Professional of Incentive Management (CPIM) professional with

30 years’ experience in the performance improvement and incentive industry. Her programs consistently

delivered Returns on Investment (ROI) that exceeded 200% for clients.

Deb BrodersonChief Marketing Officer

Deb Broderson comes to Perks with diverse experience leading channel marketing, marketing operations

and program management teams within the technology industry. Deb has provided strategic direction to

Fortune 500 clients, developed and executed global, multi-channel, go-to-market strategies and created

worldwide field marketing organizations. Deb has worked on both the agency and client-side of the

business, providing a well-rounded perspective to client challenges.

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Using GoToWebinar

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Why talent management is important

“I'm a planner, and most networks

don't plan. Bravo doesn't plan. Bravo

is lucky in a lot of ways - they've got a

lot of great talent, but at the same

time, they don't nurture it. They lost

Project Runway.”

Patti Stanger

Millionaire Matchmaker

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Today’s Discussion: Get the right people, with the right skills and retain them.

1.The evolution of talent

management

2.A competency-based

talent management model

3.Onboarding tips

4.Best practices for managing

& retaining employees


The Evolution of Talent Management

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Common talent management approaches

Passive Succession planning

OR

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Today’s talent management reality is different

1. Fishing for talent 2. Impact of globalization &

technology

3. Generational differences

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A competency-based approach to Talent Management

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Using a competency-based model

Competency alignmentInherent vs. learned skills Market requirements

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How does competency-based talent management work?

Attracting talent The interview process Selection criteria

1 2 3

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Onboarding

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But the facts are….

Sales Onboarding Programs: Current StateSiriusPerspective: A startling percentage of b2b companies lack a formal onboarding process, and

those that have implemented one often describe it as weak.

26%

Sales organizations that have not implemented a formal onboarding process

Enablement leaders who indicated their onboarding program is robust and complete

7% 40%

B2B organizations that state they offer any type of actual certification to new hires

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Develop an onboarding plan

During the first week, a new hire should get a good sense of the company culture and of the unspoken rules. First week activities should focus on:

Helping a new hire get the lie

of the land

Understanding the company’s

setup, including working with

satellite offices

Acclimatizing the individual by having

him/her interact with other employees and

completing and necessary paperwork

Covering important work

processes, systems, tools

and communication methods

Meeting with managers to get

a better sense of his/her

working style and

expectations

Checking with the new hire to

evaluate their integration process.

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Develop an onboarding planMost companies want new hires to start on projects right away, but…

Invest in onboarding and continuous training to save on costs, increase productivity and

eliminate errors.

Product, solution, or technical role based certification training

Job-shadowing and rotation for greater exposure to the team

Providing opportunities for feedback and questions

Providing soft skills, communication and leadership training

Discussing performance management, goal setting, and success criteria

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Make the most of your investment

Attracting Talent

Employer branding

Millennial strategy

Manager outreach

Social tools

Hiring profiles

Identification of critical skills

Word-of mouth campaigns

Interviewing

Interviewing methods

(behavioral, situational,

demonstrative)

Interview guides

Interview style: one-on-one or

panel

Onboarding

First week agenda

Collaboration between training

organization and HR

Training based on telling, showing and

performing tasks

Competency alignment


Seven Best Practices for Managing and

Retaining Employees

Hint: it starts with the hiring process

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Best practice #1 Engaged employees are your best source of new hires

Hired Through Over 1 Year Over 2 Years Over 3 Years

Employee

Referral

Career Site

Job Board

46%

33%

22%

45%

35%

20%

47%

39%

14%

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Best practice #2: Retention and loyalty must be your priorities

Employee turnover may not be immediately apparent in your bottom line, but the loss of a productive

employee has consequences. There are eight common reasons employees leave jobs.

1. Lack of alignment with manager

2. Insufficient compensation

3. Company instability

4. Lack of feedback

5. No connection with co-workers

6. No access to leadership

7. No remote work

8. Poor recognition

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Best practice #3: Mentor relationships make a difference

A mentor provides guidance to less-experienced employees. They may be an internal employee or a

professional from outside of the company. Mentor benefits include:

1. Access to advice from someone with greater knowledge and experience

2. Access to demonstrations and guidance when solving problems

3. Constructive critiques of the employee’s work

4. Finding alternative ways to complete a task

5. Feeling less isolated

6. Improved productivity

7. Receiving tips on career growth and introductions to other professionals

8. Less inclination to leave the job


Best practice #4: Coaching and development create a positive environment

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Best practice #5: Effective succession planning improves retention of high-performing individuals

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Best practice #6: Goal setting makes everyone better

Best practice #7: Rethink your total rewards strategy

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Best Practice recap

Engaged employees are your best source of

new hires

Effective succession planning improves

retentionRetention and Loyalty must be your priorities

Goal setting makes everyone betterMentor relationships make a difference

Rethink your total rewards strategy

Don’t forget about coaching and development

Below are some of the best practices we have seen leading companies implement in their holistic

approach to an enterprise-wide rewards system

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Thank You

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Seven Best Practices for Managing and Retaining Employees