1. Employee RetentionKeeping Good Employeesmichael stowe Twin Cities Software Engineers October 24, 2012
2. MIKESTOWE .com• 10+ years experience hacking PHP• Published Author, Speaker, and Consultant• Developed applications used by the medical field and law enforcement• Software Engineer at CaringBridge.org (half a million visitors every day)• Zend Certified PHP 5.3 Software Engineer@mikegstowe
3. DISCLAIMERThe purpose of this presentation is not to target anycompany or individual, but rather to show commonmistakes and ways to improve employee satisfaction on apersonal level. Stories and examples used are shared infirst person for presentational purposes only and shouldnot be assumed to be related to a place of previousemployment.
4. FIRST LET’S LOOK AT SOME STATS
5. 60% OF AMERICANSWOULD CHOOSE A DIFFERENT CAREER PARADE/ Yahoo Finance 2012 Poll
6. 27% OF AMERICANS FEELYOU GET AHEAD WITH HARD WORK PARADE/ Yahoo Finance 2012 Poll
7. 50% OF AMERICANS FEELSAY YOU GET AHEAD BY PLAYINGGOOD OFFICE POLITICS PARADE/ Yahoo Finance 2012 Poll
8. THIS MEANS YOUR WORKERS MAYNOT VALUE HARD WORK OR FEEL LIKE THEY CAN ADVANCE UNLESS THEY HAVE AN “IN” OR ARE GOOD AT OFFICE POLITICS…
9. AND SADLY…IN A LOT OF PLACES THEY’RE RIGHT
10. MYTH #1IT’S NOT PERSONAL… IT’S BUSINESS
11. IF IT INVOLVES PEOPLE IT’S PERSONAL…
12. PEOPLE ARE EMOTIONAL
13. EMOTIONS DICTATE PRODUCTIVITY
14. HAPPY EMPLOYEES ARE MOREPRODUCTIVE AND LOYAL. THEY WILLGO THE EXTRA MILE WITHOUT BEINGASKED AND REACH THEIR POTENTIAL FAR FASTER THAN FORCED EMPLOYEES.
15. HAPPY EMPLOYEES MAKE THE WORKPLACE ENJOYABLE, HELPINGOTHER EMPLOYEES TO ENJOY THEIR WORK AS WELL, IN ESSENCECREATING MORE HAPPY EMPLOYEES
16. HAPPY EMPLOYEES DON’T LEAVE…
17. HAPPY EMPLOYEES DON’T LEAVE… The cost to replace an employee has been estimated to be 150% of their salary! In California, to replace a customer service representative making $18,000 the average cost was $58,000http://management.about.com/cs/people/a/WhatPeopleCost.htm
18. SO WHAT MAKESEMPLOYEES HAPPY?
19. SO WHAT MAKES EMPLOYEES HAPPY?• Job Security 63%• Opportunities to use skills 62%• Financial Stability of Organization 55%• Relationship with immediate supervisor 55%• Compensation/ Pay 54%• Communication 53%• Benefits 53%
20. SO WHAT MAKES EMPLOYEES HAPPY?• The work they’re doing 53%• Independence 52%• Recognition 49%• Work environment safety 48%• Overall culture 46%• Flexibility and Work/ Life balance 38%• Relationships with co-workers 38%
21. EMPLOYEES VALUE THEIRRELATIONSHIPS, THE WORK THEY DO, THE ABILITY TO BE INDEPENDENT, AND RECOGNITION MORE THAN WORKPLACE SAFETY!!!
22. MYTH #2EMPLOYEE’S DO THE BARE MINIMUM
23. EMPLOYEES WANT TO USE THEIR SKILLS AND BE RECOGNIZED IN THEWORKPLACE. BUT THEY NEED TO FEELEMPOWERED AND SAFE IN THEIR JOB.
24. THE LESS YOU TRUST YOUR EMPLOYEES, THE LESS THEY FEELEMPOWERED TO MAKE DECISIONS, AND THE LESS THEY VALUE THEIR ROLE ON THE TEAM…
25. EMPLOYER MISTAKES• Threatening Job Security• Complaining about Compensation• Complaining about Job Performance• Telling Employees HOW to do their Job• Not recognizing employees• Not recognizing individuality• Playing office politics
26. THREATENING JOB SECURITY CAN BE THE QUICKEST WAY TO INCREASE PRODUCTIVITY, BUT IS ALSO THE QUICKEST WAY TO AGGREVATE AN EMPLOYEE AND CAUSE THEM TO START LOOKING ELSEWHERE.
27. COMPLAINING ABOUT COMPENSATIONDOES NOTHING OTHER THAN TELL YOUR EMPLOYEE THEY’RE NOT WORTH IT. EMPLOYEES BASE THEIR VALUE ON RECOGNITION AND ON THE COMPENSATION OFFERED FOR THEIR SERVICE.
28. WHEN DISCUSSING JOB PERFORMANCE AND CHANGESNEEDED, REMEMBER EVERYONE LIKES OREO’S…
29. OREO COOKIE CONCEPT:• Start off by reinforcing the GOOD youremployee is doing• Then gently go into the negative aspects thatneed to be addressed• Then reinforce the positives, leave youremployee feeling as though they are not onlyvalued on the team, but as a person
30. YOU CAN CALL SOMEONE AN IDIOT AND HAVE THEM AGREE WITH ASMILE IF DONE THE RIGHT WAY…
31. YOU HIRED YOUR STAFF FOR AREASON, FOR THEIR SKILL SET.CHANCES ARE IF YOU’RE NOT A PROGRAMMER BY TRADE YOU SHOULDN’T BE TELLING YOURPROGRAMMERS HOW TO CODE.
32. LET YOUR STAFF DO WHATTHEY DO BEST… THEIR JOBS.
33. MANY OWNERS PLAY A HANDS-OFF APPROACH. BE INTIMATE WITHYOUR STAFF. GET TO KNOW THEMPERSONALLY. FRIENDS LOOK OUTFOR FRIENDS, ENEMIES STAB YOU IN THE BACK.
34. RECOGNIZE WHAT YOUR EMPLOYEES BRING TO YOUR COMPANY, BUT WORK WISE ANDPERSONALITY WISE. BE QUICK TOPRAISE AND SLOW TO DISCIPLINE.
35. EMPHASIZE INTER-OFFICECOMMUNICATION AND EQUALITY. HELP OTHER’S IDENTIFY THESTRENGTHS IN THEIR PEERS AND FIND WAYS TO COMMUNICATE.
36. BE INSIGHTFUL AS TO HOW YOUR EMPLOYEES THINK AND THEIR PERSONALITIES WORK.
37. MY PROFILEPossible Strengths:● Modest and friendly with those he knows.● Looks for the good in others.● Compassionate, with a caring and concerned approach.● Consistent and trustworthy.● Relaxed about what others may think of him.● Trusting and tolerant of others actions.● Sensitive to the needs of others.● Enjoys having lots of harmonious relationships.● Understanding, friendly and warm hearted.● Honourable and easy going.
38. MY PROFILEPossible Weaknesses:● Seen as rather rigid, inflexible and unbending.● Seen as a “push-over” by being easily manipulated.● Finds it difficult to say “no” if relationships are beingthreatened.● May not finish everything he starts.● Masks his true feelings to avoid unpleasantness.● His steady approach to work may be seen as laziness bysome.● Over-tolerant of others inability to perform.● Puts too much effort into ensuring everyones comfort.
39. AVOID FALLING INTO THE TRAP OF AGREEING WITH FRIENDS AND DISMISSING OTHERS BASED ONPAST HISTORY. EVERYONE SHOULD FEEL VALUED ALL THE TIME.
40. AND REMEMBER, YOUR EMPLOYEES PROBABLY DON’T WANT TO BE THERE. ENVIRONMENT IS EVERYTHING.
41. EVENTUALLY YOUR EMPLOYEES WILL START LOOKING AT THEGRASS ON THE OTHER SIDE OF THEFENCE… ARE YOU COMPETING TO KEEP YOUR EMPLOYEES HAPPY?
42. MYTH #2YOUR EMPLOYEE’S WORK FOR YOU
43. EMPLOYEES ARE SELF INTERESTED AND WORK TO PRESERVE AND BENEFIT THEMSELVES. A SUCCESSFUL EMPLOYER IS THE BENEFICIARY OF THEIR EMPLOYEE’S TALENTS.
44. EMPLOYEES ARE LOYAL TO THOSETHEY TRUST AND WHO THEY FEEL ARE LOYAL TO THEM. THEY RESPOND TO THOSE WHO HAVEINVESTED AND PROTECTED THEM.
45. BUT IT IS IMPORTANT TO MAINTAIN THAT INVESTMENT, INCLUDING GROWTH WITHIN THE COMPANY. OTHERWISE YOU’LL SEE YOUR INVESTMENT SITTING AT ONE OF YOUR COMPETITOR’S DESK.
46. QUESTIONS? @mikegstowevisit mikestowe.com/slides for more slides