1. Employee Retention
Strategies Part 2:
Steps 6-10
Brought to you by:
Moore Diversified Services
Presented by:
Roy Barker
Presentation Date and Time:
April 30, 2015
1:00pm – 1:30pm CST
Contact Information:
Roy Barker
roybarker@m-d-s.com
(817) 925-8374

2. Thanks For Joining Us
 Slightly Different Format
 30 Minutes
 If no time for questions you may email me directly at roybarker@m-d-s.com
 Please take a moment to complete the two-question survey at end of presentation
 Today’s Outline
 Who is Moore Diversified Services
 Who is Roy Barker
 Why Employee Retention is Important
 Short Recap of Steps 1-5
 Critical Steps 6-10
 Professional Selling: Back to Basics – May 21, 2015 1:00pm – 1:30pm CDT

3. Moore Diversified Services
 National Full Service Boutique Consulting Firm
 Specializing In Senior Living and Healthcare both For Profit and Not-For-Profit
 40+ Years of Experience
 Services Offered:
 SWOT Analysis and Strategic Planning
 Operational Analysis/Benchmarking
 Marketing Analysis, Mystery Shopping, and Tactical Planning
 Employee Turnover Analysis and Retention Strategies
 Investment/Financing Advisory Services
 Lender Due Diligence
 Market/Financial Feasible Studies and Proformas
 Key Metric Monitoring
 “Shared Executive” Retainer Agreements

4. Roy Barker, Director-Special Projects
 Over 15 years in the industry with MDS
 Education
 BBA – Finance
 MS Gerontology – Long Term Care, Housing, and Services for the Aging
 Pursuing MS – Marketing and MS – Industrial and Organizational Psychology
 Service
 Dallas Area Agency on Aging Advisory Board
 Former Volunteer Long Term Care Ombudsman State of Texas
 Member Senior Living Round Table – Dallas and Boston
 Specialties
 Operations
 Marketing
 Employee Retention
 Training/Coaching

5. Why Worry About Employee Retention?
 Every time you lose an employee, your business incurs the costs of advertising for finding
and training new employees.
 Employee turnover also has intangible costs, including an impact on employee morale and
the inefficiencies inherent during the “break-in” period as the new employee adjusts to your
way of doing things.
 Preventing employee turnover saves you money and helps you operate more efficiently.
 The task of keeping an employee for the long haul begins on the employee’s first day of
work.

6. Facts About Employee Turnover
 Lower engaged employees 4 times more likely to leave
 Wages/Salary typically don’t make the top 5 reasons
 80% of employees are “pushed out”, i.e. management
 Only 20% are “pulled out”, lured with better job/wages
 Employee Retention is clearly in managements’ hands

7. Cost of Employee Turnover
Average Turnover Costs
 Entry Level Employee, $7,500
 Management Employee, 100%-125% of salary
 Executive Employee, 200% + of salary
 Technical Employee, 400% of salary
Turnover Rates
 Assisted Living, 45%
 A lot of Communities operate at 100% and some 300% - 500%
Risk Management

8. Recap Steps 1-5
 Initial Screening – Don’t skip the in-depth diligence
 Orientation – Go the extra step to get off to a great start
 Job Specific Training – Every company/function can be different
 Providing a Mentor – Select for attitude and job performance
 On-Going Training – Invest in your employees like……

9. Employee Retention Steps 6-10
• Create Opportunities for Advancement
• Challenge Employees
• Praise Employees
• Develop an Awesome Company Culture
• Really Get to Know Your Employees

10. Create Opportunities For Advancement
 An investment in your employees and your company, encourage promotion from within
 Provide career counseling, self assessment and career management tools
 Provide access to behavioral assessment tools such as Myers-Briggs and DISC
 Provide employee training for future assignments as well as current job duties
 Provide executives and managers training on developing relationships and coaching
 Encourage pursuit of formalized education and tuition plans
 Define career paths and requirements, don’t have artificial internal barriers

11. Challenge Employees
 Set the stage by providing all employees the bigger picture
 Give temporary managerial responsibility to appropriate employees
 Cross train identified employees in other departments besides their own
 Give one-off projects of substance to suitable employees in development
 Align daily routine with strategy initiatives
 Solicit ideas from employees, include on committees
 Appreciate efforts, allow room for risk, learning, success, failure, and growth

12. Praise Employees
 Be proactive, look for the good, not just the bad
 Be clear and specific about event when delivering praise, not generic
 Deliver sooner rather than later, time will dilute praise
 Sincerity is a must, employees will see right through a con-job
 Small rewards mean just as much, if not more
 Make the praise public, in front of peers, when possible
 Refrain on the constructive but………

13. Develop an Awesome Company Culture
 Clarify, communicate, and live your company mission, vision, and values
 Stay focused on customer satisfaction and service
 Be generous with praise, rewards, and compensation….make it fun
 Take on community projects dear to employees’ hearts
 Cultivate the feeling of family with customers and employees
 Make sure integrity is at the top of the company want list
 MANAGEMENT HAS TO LIVE THIS EVERYDAY!!!!

14. REALLY Get to Know Your Employees
 Go beyond name, rank, and serial number
 Find out what's important to each employee personally
 Hold “stay interviews” to gather workplace intelligence
 Host gatherings off premise and outside of work hours
 Be:
Visible
Engaged
Approachable
Genuine

15. 10 Critical Steps To Increase
Employee Retention
1. Initial Screening
2. Orientation
3. Job Specific Training
4. Provide a Mentor
5. On-Going Training
6. Create Opportunities for Advancement
7. Challenge Employees
8. Praise Employees
9. Develop an Awesome Company Culture
10. Really Get to Know Your Employees

16. Increasing Employee Retention
Make your company an employer of choice,
not an employer of last resort!

17. Join me for our next webinar
“Professional Selling: Back to Basics”
May 21, 2015, 1:00pm–1:30pm CST

18. Questions or Comments?
If you have questions or comments
Please feel free to email or call Roy Barker at:
roybarker@m-d-s.com
or
(817) 925-8374
Also, please complete the two-question survey
following presentation. Thank you!