Retaining

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  • I will thank all for attendingI will introduce Barry, Holly and Chris to speak for 3 minutes each about background, job description, what they do within the company.
  • 3 minutes Teach effective feedback
  • 3 minutesTeach the cost to recruit again
  • 3 minutesWill provide the technical support Power pointsMicrophones
  • 10 minutesHave table mates paired, and provide a positive and negative feedback scenario.Switch sides and have the other pair do the same
  • 25 minutes:Effective feedback1st 45 days are crucialEmail, provide a detailed list so there will not surprises on the first dayIntroduce a “buddy”. Someone in the workplace you want to duplicate.Training correctly from the start saves time, money and frustration when you have to re-train to break “bad habitsRespect is a strong foundation to building a strong team
  • 15 minutes:Have Barry move about the crowd with microphone to open the floor to all manager to have them share: their past experiences what works for them in the past some funny storiesWhat they will take away from this portion
  • 3:00-3:1010 minute fresh air breakCoffee, tea, water will be available for all seminar attendees.
  • 3:10-3:45TopicsTrainingSpend time with new employeesSignificant appreciation and recognition among peers is a huge motivatorHave a detailed job descriptionLeadershipWorking, supervising new employees to make successful is less expensive than replacingMake each new employee feel they have a stake in the success of the companyFocus on applauding success with not only individuals but the teamBefore making a terminating decision, reevaluate the employee. You hired for success, what has changed?
  • 15 minutes:Have Holly move about the crowd with microphone to open the floor to all managers to have them share: their past experiences what works for them in the past some funny storiesWhat they will take away from this portion
  • Thank:All participantsBarryHolly Chris
  • Retaining

    1. 1. The New Manager Conference<br />RETAINING EMPLOYEES<br />clipartguide.com<br />
    2. 2. INTRODUCTION<br />HOLLY DAY<br /><ul><li>Joined the company in 2000 in the Human Resources department
    3. 3. Previous experience includes employment at Revenue Canada, AECL, and The Department of National Defence.
    4. 4. Future goals include fulfilling her career by helping the management teams of Necessities navigate the ins and outs of Human Resources.</li></ul>alberta.inetgiant.ca<br />
    5. 5. INTRODUCTIONS<br />Barry Cade<br /><ul><li>Been with the company since 2005 working in the training department
    6. 6. Previous experience with training for Outdoor Education Program at Algonquin College from 2001-2005
    7. 7. Committed to making “Necessities, The Outdoor Store” #1 in the outdoor, adventure and enjoyment category</li></ul>opintoluotsi.fi<br />
    8. 8. INTRODUCTIONS<br />CHRIS CROSS<br /><ul><li>THE CRAZY ADDITION TO THE ENTHUSIASIC TECHNICAL SUPPORT TEAM IN 2005.
    9. 9. PREVIOUS TECHNICAL SUPPORT FOR SUCH PLACES AS ROGERS AND XBOX LIVE.
    10. 10. WANTS TO TAKE NECESSITIES INTO THE NEXT CENTURY WITH THE MOST UP-TO-DATE COMPUTER ADVANCES!</li></li></ul><li>YA DON’T SAY???<br />TURN TO YOUR NEIGHBOUR, MAKE A STATEMENT YOU WOULD MAKE TO AN EMPLOYEE THAT WOULD MAKE THEM FEEL WELCOME, PART OF THE TEAM, OR WHAT A GREAT JOB THEY ARE DOING<br />CHANGE PLACES AND FULL-FILL THE OTHER SIDE OF THE ROLE.<br />WHAT ROLE WAS EASIEST? MOST EFFECTIVE? <br />
    11. 11. EFFECTIVE FEEDBACK<br />Keeping talent must be a main focus<br />Respectful working environment<br />Provide tools to do their job<br />Fair market pay<br />Managers must provide high standards, clear directions<br />
    12. 12. BEST PRACTICES<br />SHARING BEST PRACTICES OF EFFECTIVE FEEDBACK<br />researchrockstar.com<br />
    13. 13. TIME FOR A BREAK!! SEE YOU AT 3:10<br />
    14. 14. THE COST TO RECRUIT AGAIN!!<br />Average cost to recruit is $7488/person<br />Loss in productivity<br />Increases stress in existing employees<br />Morale<br />Direct costs<br />Advertising<br />Temporary staff<br />Reduced productivity<br />Money spent to review resumes, interview new candidates<br />
    15. 15. BEST PRACTICES<br />SHARING BEST PRACTICES OF EFFECTIVE FEEDBACK BETWEEN 1ST YEAR & 2ND YEAR<br />NEW MANAGERS PLEASE SHARE ANY EXPERIENCES ALSO!<br />researchrockstar.com<br />
    16. 16. RETAINIG EMPLOYEES<br />Thank you for attending. All the best in your future with Necessities<br />
    17. 17. References<br />Articles base. Brill, Pat. Aug 31, 2008. Retrieved from; <br />http://www.articlesbase.com/business-articles/retaining-the-new-employee-542921.html<br /> The recruiter lounge. Aug 5, 2010 .It costs how much to replace an employee? Retrieved from <br />http://www.therecruiterslounge.com/2010/08/05/it-costs-how-much-to-replace-an-employee/<br />

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