Retaining Top Performers - webinar
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Retaining Top Performers - webinar



Madonna Riley covers strategies that will help you retain the best people to ensure the long term success of your company, by discussing trends that drive the competition, reasons why employees leave, ...

Madonna Riley covers strategies that will help you retain the best people to ensure the long term success of your company, by discussing trends that drive the competition, reasons why employees leave, the value of an effective on-boarding process and various retention strategies and best practices.



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Retaining Top Performers - webinar Retaining Top Performers - webinar Presentation Transcript

  • Retaining Top Performers
  • Madonna Riley Sr. Corporate HR Specialist • PHR Certified • Extensive experience in management and administration of human resources functions, including recruitment, hiring and retention • Part of the pre-opening team of Houston’s biggest and most prestigious hotel, the Hilton Americas, organizing a three-day job fair that resulted in nearly 500 hires and overseeing the successful mass hiring and orientation of nearly 900 team members • Received the 2006 Asian Pacific-Islander American Outstanding Employee award in recognition for serving her company and community
  • Agenda • Workplace Trends • Why Employees Leave • Retention Strategies • On-Boarding • Performance Management • Employee Relations • Training and Development • Compensation and Rewards
  • Workplace Trends • Diversity • Generational Differences • Shrinking Labor Force • Technology • Demographic Trends • Change in Priorities
  • Why Employees Leave • Poor working conditions • Lack of appreciation • Lack of support • Lack of opportunity for advancement • Inadequate compensation
  • Retention Strategies • Environmental • Relationship • Support • Growth • Rewards
  • Retention Strategies: On-Boarding • Continues past traditional orientation programs • Leadership assessment, development and coaching • Business process
  • Retention Strategies: On-Boarding • Promotes early employee engagement • Can learn best practices from other organizations • Gain fresh view of business landscape
  • Retention Strategies: On-Boarding • Detailed and relevant company information – Marketing materials – Employee handbook – Benefits information • Customize employee package – Welcome letter – Job description
  • Retention Strategies: On-Boarding • Be prepared – Inform staff – Welcome sign – Set-up work area – Tools and supplies – Paperwork – Schedule training • Email agenda
  • Retention Strategies: On-Boarding • Consistent application to all new employees • Take advantage of enthusiasm • Positive experience • First day on the job • Spread out over a number of days • Three-step process
  • Retention Strategies: On-Boarding • Welcome and introductions • Site tour • Mentor / “Buddy” system • How things are done • Administrative issues • Do not cram information
  • Retention Strategies: On-Boarding • Department structure • Functional responsibilities and accountabilities • Team / Department expectations • Role in team’s and company’s success • Career paths and opportunities
  • Retention Strategies: On-Boarding • Mission, Vision and Values • Organizational goals and strategies • Successes • Competitors • Company culture • Policies and procedures • Terminology
  • Retention Strategies: On-Boarding • Longest stage • Provide ongoing care and sense of security • Monitor performance against role expectations • Demonstrate commitment • Extend stage until employee’s first year anniversary
  • Retention Strategies: Performance Management • Monitors results • Evaluates performance • Determines achievement of goals • Must be well-designed • Can be a problem if not done right
  • Retention Strategies: Performance Management • Identifies strengths and weaknesses • Aligns goals • New ideas and improved methods • Accurate employment- and compensation- related decisions • Minimize risks of discrimination, equal pay, and wrongful discharge claims
  • Retention Strategies: Performance Management • Essential functions and qualifications • Observable and measurable goals • Emphasize the positives • Review goals and expectations; ensure understanding • On-going
  • Retention Strategies: Performance Management • False sense of comfort • Perceived as adversarial • Promote biased opinions • Poor morale • Legal complications
  • Retention Strategies: Employee Relations • Develop the boss – Management By Wandering Around (MBWA) – Working side by side • Listen / Communicate – 50/50 meetings – Exit interviews
  • Retention Strategies: Employee Relations • Respectful work environment • Work / Life Balance – Non-work priorities – Work scheduling options • Corporate responsibility – Meaningful company mission – Giving back to community
  • Retention Strategies: Training and Development • Needs assessment • Management support • Personalize • Effectively budget training • Monitor completion
  • Retention Strategies: Training and Development • Succession planning • Mentoring • Increase job satisfaction and morale • Competitive edge
  • Retention Strategies: Compensation and Reward • Beyond straight salary • Align rewards with performance • Measure • Track • Comply with government regulations
  • Retention Strategies: Compensation and Reward • Incentive plans • Benefits package • Employee recognition • Use creative rewards and recognition
  • Retention Strategies: Why Your Organization Needs It • Attract best available talent • Retain top performers • Reduce turnover • Create competitive advantage • Become employer of choice in market space
  • Question and Answer
  • Thank You G&A Partners is a Houston-based HR and administrative services company that manages human resources, benefits, payroll, accounting and risk management for growing businesses. G&A maintains offices in Houston, Dallas, San Antonio, Austin, College Station, Corpus Christi, Chicago, Arizona and Utah. For more information about the company, visit or call 713.784.1181