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Retaining Employees In An Up Economy
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Retaining Employees In An Up Economy

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February 18, 2010 presentation with Life Meets Work and KPMG on behalf of the Workplace Excellence Committee of the Chicagoland Chamber of Commerce.

February 18, 2010 presentation with Life Meets Work and KPMG on behalf of the Workplace Excellence Committee of the Chicagoland Chamber of Commerce.

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Retaining Employees In An Up Economy Retaining Employees In An Up Economy Presentation Transcript

  • Retaining Employees in an “Up” Economy Workplace Excellence Committee Webinar Series February 18, 2010
  • Kyra Cavanaugh President, Life Meets Work Inc.
  • Doug Daniels Regional Director, HR KPMG LLP
  • Kim Koutris Sr Associate, HR KPMG LLP
  • From today’s session, you’ll learn…
    • The role of flexibility in employee retention and engagement
    • The value of flex for your organization
    • How KPMG uses flex to be an Employer of Choice
    • Ideas for making flex a living, breathing part of your culture.
    • How to start flex in your company
    • Awards opportunities for companies that flex
    • Q&A
  • Retention is a critical priority this year
    • Last year’s “survival decisions” impacted employees:
    • Up to 60% of your workforce intend to leave this year, and another 21% are networking to keep their options open.*
    •   A full 50% of employees in organizations (with more than 50 employees) are “completely unengaged.” *
    • And:
    • Workplace flexibility is one of the top three drivers of employee engagement and retention across all demographic groups
    • The other two drivers: compensation and benefits have been under fire in recent years
    • 50 to 75% of companies froze or reduced base salaries during the recession
    • A highly engaged workforce is 50% more productive than an unengaged one. 
    * Right Management, 2009/10
  • What is flex?
    • A series of arrangements that enable your employees to work when, where and how they need to.
    • A performance tool that encourages your organization to become more results-based, more transparent, more team-focused.
    • A retention tool that enables employees to continue to deliver value to your organization throughout their life cycle.
    • An attitude that embodies trust and communication.
  • Flexible workplaces have been proven to deliver bottom-line results
    • Attract talent
    • Employee retention
    • Employee engagement
    • Customer satisfaction
    • Customer retention
    • Customer service levels
    • Continuity/disaster readiness
    • Productivity
    • Profitability
    • Absenteeism
    • Turnover
    • Real estate costs
    • Utilities
    • Expenses
  • The Time to Act is Now
      • Thinking beyond the 9-to-5 model
      • Managing talent in turbulent times
      • Testing career advancement “myths”
      • Understanding generational differences
      • Considering alternatives to get work done
      • Using technology as an enabler
      • Building trust and credibility with employees
    A flexibility culture supports an environment whereby people have options regarding when and where they work
  • Critical Success Considerations
    • When considering flexible work requests, be sure to:
    • Understand what the employee is asking for
    • Evaluate performance history and potential
    • Determine estimated duration of the request
    • Identify impact on your team and business imperatives
    • Consider what message is sent if request is denied
    • Define measures of performance – is it working?
    • FWAs are not an entitlement
  • KPMG’s Flexible Work Arrangements
    • Formal Programs Offered
    • Full-Time Work Options
      • Compressed Work Week
      • Flextime
      • Telecommuting
    • Less than Full-Time Work Options
      • Job Sharing
      • Phased Return from Leave
      • Reduced Workload (Part-time)
    • For any employee
      • Sabbatical program
    • Other Types of Flexibility offered
      • Military Leave
      • Paid Parental Leave
      • Paid Jury Duty Service
      • PTO program
      • Leaves of Absence (educational, personal, etc)
      • Volunteer Time Release
      • Informal Flexibility (working from home, varied hours, etc)
  • Talking the Talk…
    • KPMG actively supports and publicizes its forms of alternative work arrangements with all employees
      • Campus Recruiting
      • Experienced Hire Recruiting
      • National and local communication
    • People Management Leaders, HR, HR Service Center and Partners are all dedicated to assisting in the process
    • Currently have almost 2,000 forms of FWAs being taken advantage of in 2009 (includes sabbaticals)
      • 20% male, 80% female
  • … and Walking the Walk
    • Kim Koutris
      • How does KPMG implement this through HR?
      • How do we live this ourselves?
        • Has been on an FWA since July 2009
        • One of 4 people on her team currently on FWA
      • Life before and after FWA
      • How I promote FWAs at KPMG
  • Things to Consider in FWAs Strengths Weaknesses
    • Direct improvements in quality and quantity of work
    • Indirect improvements in job satisfaction, turnover and organizational commitment
    • Improvements in reputation as an employer
    • Reduced infrastructure costs
    • Multiple Solutions available
    • Not having the right technology
    • The time it takes to implement (complexity)
    • Measuring direct ROI
    • Consistent messaging may not occur
    • Organizational commitment
    Opportunities
    • Perceived costs
    • The shift in mindset required
    • Not giving flexible workers equal status
    • Not linking the program to client needs
    • Is it easily accessible for everyone?
    Threats REMEMBER: FWAs are not a program – they are a way to do business with your employees
    • There is a genuine appetite for change
    • It is the right time to act
    • It can be implemented along with offshoring and/or resource pooling
    • It can be replicated globally
    • Education of leadership and employees
  • 10 steps to successful implementation
    • Build the business case.
    • Select FWA’s to fit your culture.
    • Determine KPI’s to judge success.
    • Agree upon rules of engagement.
    • Launch a pilot.
    • Invest in training.
    • Communicate results.
    • Engage employees at the right time.
    • Encourage performance-based management.
    • Expand the program.
  • 2010 Sloan Award in Business Excellence for Workplace Flexibility
    • Chicagoland worksites have applied for past 5 years.
    • 250 winners nationwide, about 20 Chicagoland winners annually
    • Benefits
    • receive a customized benchmark report comparing your company to a national sample and to the Sloan winners
    • review how your company is doing in areas related to flexibility, your strengths & opportunities
    • keep a positive spotlight on Chicago as a place that values workplace flexibility
    • Online questionnaire must be completed by April 16
    • To apply, go to http://familiesandwork.org/3w/awards/2010index.html
  • 2010 Chicagoland Workplace Excellence Award
    • Presented by Chicagoland Chamber of Commerce and Right Management. 
    • Recognizes organizations that improve their competitive advantage through people practices leading to successful business results.
    • Benefits include:
    • honored at the Chicagoland Workplace Excellence Award Forum and participate in panel discussion
    • recognized before Chamber’s Board of Directors
    • covered in press releases distributed to major media outlets and thousands of Chicago businesspeople
    • Online questionnaire must be completed by July 23, 2010
    • To apply, go to http://familiesandwork.org/3w/awards/2010index.html .
  • For more information, contact: Doug Daniels Regional Director, HR KPMG LLP (312) 665 3322 [email_address] Kim Koutris Sr Associate, HR KPMG LLP (216) 875 8127 [email_address] Kyra Cavanaugh President Life Meets Work (888) 462-5691 [email_address] For more information about: Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility Visit: www.whenworkworks.org The Chicagoland Workplace Excellence Award Visit: www.chicagolandchamber.org Or contact: Peggy Luce Vice President Chicagoland Chamber of Commerce (312) 494-6745 [email_address]
  • Workplace Excellence Webinar Series
    • The Workplace Excellence Committee of the Chicagoland Chamber of Commerce invites you to attend our future webinars:
    • For more information, visit www.chicagolandchamber.org/events
    April 15, 2010 Multigenerational Workplace Excellence, featuring Geneca June 17, 2010 Coaching for Results, featuring Hyatt Regency Chicago August 19, 2010 Social Media for Business, featuring Eved Services October 21, 2010 Trends in Employee Engagement, featuring Harris Bank