Making Retention A Long-Term Objective… Not A Short-Term Reaction

1. Making Retention A Long-Term Objective…Not A Short-Term Reaction Mike Temkin Vice President-Strategic Planning & Development Shaker Recruitment Advertising & Communications

4. Job Satisfaction 45%Lowest Level Recorded in 22 years The Conference Board

5. 46% of companies reported falling engagement levels30% improvedLargest decline seen in 15 years Employee EngagementEnd of 2Q – 2010 Hewitt Associates

6. 62% of companies believe voluntary turnover will increase as the economy and job markets improve. Mercer Consulting

7. 28% of all executives concerned about losing top performers.41% of executives at firms of 1,000 or more employees say they are somewhat or very concerned Robert Half Professional Employment Report Survey of 4,000+ Companies

8. 2Q – 2010More employees quit their jobs than were terminated U. S. Bureau Of Labor Statistics

9. 12% of high potential employees were already searching for a new job Harvard Business Review, May 2010

10. 33% of American workers say will look for new jobs once the economy gets better Harris Interactive

11. Of those who plan to job hunt 48% are mainly motivated by a loss of trust in their employers Harris Interactive

12. 41% of U.S. workers surveyed said the recession has made them more inclined to look for new opportunities outside their firms. Robert Half Survey of 1,000+ Workers

13. Estimates the cost of replacing an employee at up to 250% of their annual salary. And that doesn’t include the value of institutional knowledge leaving the workplace. Harvard Business Review

14. From a overall corporate perspective…. turnover costs organizations more than 12% of pretax income, all the way up to 40% for some. PriceWaterhouseCoopers’ Saratoga Institute

15. 37% less absenteeism 25% less turnover in high-turnover organizations49% less turnover in low-turnover organizations27% less shrinkage 49% fewer safety incidents 60% fewer product defects Gallup Top Quartile of Gallup's Engagement Database When Compared To Business Units In The Bottom Quartile.

16. Top Three Reasons Employees Are Leaving1) Lack of faith in the leadership or vision of the company2) Concerns with the way employer/management are treating people3) Lack of employer/management support in areas of performance review and employee development Gallup Organization

17. 30% of respondents are engaged.52% are not engaged.18% are actively disengaged. Gallup Organization Study On Engagement

19. TelecommuteAutonomyProductivityAccountabilityGuidanceTransparencyCompensationTelecommuteAutonomyProductivityAccountabilityGuidanceTransparencyCompensation

21. Community OutreachTrust and Track Screening & TrainingLearn, Grow and CompensateCoach In The Moment

22. Making Retention A Long-Term Objective…Not A Short-Term Reaction Mike Temkin Vice President-Strategic Planning & Development Shaker Recruitment Advertising & Communications

24. “Communicate Hope”“Office Communicator”Discretionary ParticipationGaming/Social Networking Recognition/RewardVirtual Letters

26. Distressed Organization13,000 employees/6 hospitalsOrganizational OverhaulCommunication & CollaborationBusiness RealignmentMotivating Ennobling PurposeConsolidation/Layoffs

36. “Fanatical Service”“Rackers”Training & DevelopmentEmpowermentThe Straightjacket Award

41. On-The-Spot-BonusNo Permission RequiredNot Just Fun Not Just SupportiveBut Driven And Rewarded

45. Annual Snaggies Awards Gilligan Snaggy Mother Teresa Snaggy Elmer’s Glue Snaggy Chris Farley Memorial Snaggy

47. Customized Training Programs Tech Productivity Up About 50%Voluntary Attrition Down 50+%