1. Good Practices of Retention Strategies to
Keep Employees
VOLUTIONIZING RECRUITMENT AND RETENTION 2015
CapSquare, Prince Hotel & Residence March 24 & 25
2. Contents
Good Practices of Retention Strategies to Keep
Employees
7 hidden reasons why employees leave their
organizations
Good practices of retention strategies local and foreign
companies with real life examples
Employee of Choice model to enhance retention
3. What are good retention
strategies to keep
employees?
6. Background
• Saragato Institute is part of PwC. World leader
in exit interview and employee commitment
survey
• Saragato Institute maintained a 5 years of
database of 19700 of exit and employee
surveys from 1999-2003
• Exit interview of 3149 employees
• Wide range of industries
11. Why Employees Are Leaving?
Reasons Percentage
Too few growth and advancement
opportunities
16
Lack of support by and respect from supervisor 13
Compensation 12
Job Duties Boring and unchallenging 11
Lack of leadership skills by supervisor 9
Work Hours 6
Unavoidable reasons 5
12. PEOPLE DO NOT LEAVE COMPANIES, THEY LEAVE BAD
BOSSES
Reasons Percentage
Too few growth and advancement
opportunities
16
Lack of support by and respect from supervisor 13
Compensation 12
Job Duties Boring and unchallenging 11
Lack of leadership skills by supervisor 9
Work Hours 6
Unavoidable reasons 5
15. Good Practices
To Match Expectations with Reality
Select the Right Talent for the Job
To Provide Coaching and Feedback
To Provide Career Advancement and Growth Opportunities
To Make Employees Feel Valued and Recognized
To Reduce Stress from Work-Life Imbalance and Overwork
To Inspire and Confidence in Senior Leaders
16. Retention Good Practices
To Provide Career Advancement and Growth Opportunities
Career Development
Weekly Department Meeting
1 On 1
To Make Employees Feel Valued and Recognized
Motivation Voucher
Corporate Strategy
Annual Employee Survey
Job Title Changes
To Reduce Stress from Work-Life Imbalance and Overwork
Pfizer – FCW
Introduce (Business Leader) and say (name) is going to outline the steps the business has taken to develop MyMap and why it‘s important to us now and what is the change we are managing with the introduction of MyMap across Global Operations.
Please use a separate document titled “MyMap Workshop_Leader Opening Address_Feb 2012
Detailed speaker notes are provided within this separate document for the leader who is opening the class
Facilitator: Please ensure you know who is opening each session and that the leader has had access to the notes and are clear on who performs what role during the period of deployment.
Leader: Your role is to set the scene through level setting; speaking to what has been completed by the business to ensure we can now deploy MyMap; what is MyMap and call out what it is not (briefly) and outline “what success looks like” – achieving a mindset shift whereby individuals take ownership of and manage their own career at PayPal using the full suite of offerings and processes available (reference the graphic).
Close and hand over to the facilitator who will present aims/objectives for today