1 / 6

Retention

Retention. The ability to keep talented employees in the organization. Why Retention Matters. Voluntary Turnover Time, effort and monetary investment Poor morale and lower productivity Ability to sustain a diverse workforce Involuntary Turnover Dismissals due to performance

anitra
Télécharger la présentation

Retention

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Retention The ability to keep talented employees in the organization.

  2. Why Retention Matters • Voluntary Turnover • Time, effort and monetary investment • Poor morale and lower productivity • Ability to sustain a diverse workforce • Involuntary Turnover • Dismissals due to performance • Job eliminations (merger or re-structuring)

  3. Planning Retention Strategies • Clear and consistent job expectations • Clear and fair supervision • Training and development opportunities • Adequate resources • Growth and professional opportunities • Recognition • Respect • Perceived equity

  4. Onboarding • Formal vs Informal • Onboarding programs help to acclimate an employee to the organization, their department, their colleagues and the job. • Provide a strategy for the employee to succeed. • Improve productivity, performance, engagement and retention. • Reduces employee stress and develops a stronger commitment to the organization faster

  5. Succession Planning • A talent management strategy to help identify and foster the development of high-potential employees • Focuses on positions that are most critical to the future needs of the organization • Goal is to “keep people in the pipeline” and have people in place for future leadership roles

  6. Succession Planning Process • Requires a clear vision of the future of the organization • Identifies roles eligible for succession planning • Creates a clear picture of the KSA’s necessary to perform certain key leadership functions • Prepares multiple individuals to potentially perform those functions • Evaluates the existing workforce’s KSA’s • Identifies current employees already positioned to move up in the system • Determines employees who need further development

More Related