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Retention Focus Group

Retention Focus Group. Example of retention focus group questions, results, and recommendations to minimize future turnover. Current Situation. Turnover among technical roles has increased.

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Retention Focus Group

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  1. Retention FocusGroup Example of retention focus group questions, results, and recommendations to minimize future turnover Developed by Agency Human Resource Services, DHRM

  2. Current Situation • Turnover among technical roles has increased. • Reasons range from personal reasons (e.g., move closer to family) to better offer (e.g., more stable company/industry, more money). • Many are leaving this industry and going to various industries including federal government, utilities, private sector manufacturing, and global conglomerates. • Impact of the turnover: • Increasing number of replacement requisitions and increasing need to recruit for candidates • $25k - $40k on average for recruiting and related expenses • Increased workload on remaining employees • Recruiting challenges: • Unfavorable organization image in news & press • Housing market challenges • Poor economy Developed by Agency Human Resource Services, DHRM

  3. Trends Turnover FY08 vs. FY07 • Trend points to increasing turnover in both populations. Turnover by Role FY 2008 Turnover by Role FY 2007 Developed by Agency Human Resource Services, DHRM

  4. Focus Groups • 25 Tech Role employees randomly selected to participate • Selection Criteria: • Employed for at least 1 year • Contributor or higher performance rating • Excluded employees on active disciplinary action • Anonymity key focus • 4 focus groups conducted over 2 weeks – 64% participation rate • Session 1: 5 participants • Session 2: 5 participants • Session 3: 4 participants • Session 4: 2 participants Developed by Agency Human Resource Services, DHRM

  5. Focus Group Demographics (Invitees) Developed by Agency Human Resource Services, DHRM

  6. Focus Group Questions Key Questions: • What factors made you want to join Organization X? • What factors have contributed to your staying at Organization X? • What factors would encourage you to leave Organization X? • What do you need from Organization X (organization, manager, other) to continue to stay? Developed by Agency Human Resource Services, DHRM

  7. Key Themes from Focus Groups What factors made you want to join Organization X? • Geography/location • Start-up opportunities – viewed as long-term stability and challenging new technologies • People – good fit, diverse, personable • Overall pay and benefits • Development opportunities What factors have contributed to your staying at Organization X? • Geography/location • New technologies – keeps challenged • Other opportunities are not available • Co-workers – sense of camaraderie, teamwork • Overall pay and benefits Developed by Agency Human Resource Services, DHRM

  8. Key Themes from Focus Groups What factors would encourage you to leave Organization X? • Instability • Continued economic issues • Internal outlook continues to diminish • Constant internal changes (e.g., reorganizations) continue • Leadership • Priority misalignment continues • Constant changes continue • Lack of direction or clear vision • Do not understand our jobs • Inconsistency in approach and lack of discipline in execution • Under-resourcing • Capital, people, and systems • Industry and/or job market improvements Developed by Agency Human Resource Services, DHRM

  9. Key Themes from Focus Groups What do you need from Company X to continue to stay? • Leadership • Functional, not dysfunctional • Fewer changes (e.g., organization structure) • Ask for and listen to feedback • Honest and timely communications • Priority setting and alignment • Clear vision and plan to get there • Escalation support • Development • Improved systems Developed by Agency Human Resource Services, DHRM

  10. Recommendations to leadership – Some Ideas • Use this information and share with your teams. • Key priorities • Identified with a plan of action (the how) • Communicated to your teams (every day) • Understand where the conflicts are and find some alignment at the Leadership level – don’t leave all resolution to your employees • Meetings • Consider adjusting your meeting schedule to build in “team time” • Include regular, smaller communication opportunities (not just the larger Communications meetings) 4. Your ideas???? Developed by Agency Human Resource Services, DHRM

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