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ALA Retention Talk

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Now, more than ever, retaining talent is Job 1 for successful consortium leaders

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ALA Retention Talk

  1. 1. High Retention Leadership Michael C. Piper Detroit Area Library Network [email_address]
  2. 2. Myth #1 <ul><li>Unemployment rate makes it easy to recruit and retain talent </li></ul><ul><li>Reality: There’s never enough good talent </li></ul><ul><li>“ Your best people are the ones most likely to leave… because they can.” </li></ul><ul><li>Recruiting and retaining talent: Job 1 </li></ul>
  3. 3. Myth #2 <ul><li>Most factors that influence retention are outside your control </li></ul><ul><li>Reality: You can exert more influence over retention than you think </li></ul><ul><li>Our topic: Strategies for becoming a high retention leader </li></ul>
  4. 4. Presentation summary <ul><li>Why do people stay? </li></ul><ul><li>Your role is key </li></ul><ul><li>Becoming a high retention leader: 3-step process </li></ul>
  5. 5. Why do people stay? <ul><li>  1) Career growth, learning and development   2) Exciting work and challenge   3)    Meaningful work, making a difference and a contribution </li></ul>
  6. 6. Key: Relationship to boss <ul><li>It all starts with you </li></ul><ul><li>Every one of your colleagues is a free agent </li></ul><ul><li>You have a direct influence in determining whether they stay </li></ul>
  7. 7. Key: Relationship to boss <ul><li>“ A workplace where employees know they are cared for, trusted and treated like adults” * </li></ul><ul><li>* Source: Smith, Gregory. Here Today, Here Tomorrow: Transforming Your Workforce from High Turnover to High Retention, page 31 </li></ul>
  8. 8. Be a high retention leader: 3 key steps <ul><li>Step 1: Make it your goal to be the employer of choice </li></ul><ul><li>  </li></ul><ul><li>Step 2: Hire the best candidates -- take the time to do it right </li></ul><ul><li>  </li></ul><ul><li>Step 3: Build a high retention culture </li></ul>
  9. 9. Step 1: Be the employer of choice <ul><li>Turnover is expensive </li></ul><ul><li>Estimated costs: 70-200% of departing worker’s salary </li></ul><ul><li>IT workers cost more to replace </li></ul>
  10. 10. Checklist: Be the employer of choice <ul><li>Do you offer your employees: </li></ul><ul><li>A chance to learn and grow? </li></ul><ul><li>Challenging, meaningful work? </li></ul><ul><li>Recognition and rewards? </li></ul>
  11. 11. Step 2: Hire the best candidates <ul><li>Your best retention strategy: Thoughtful recruitment </li></ul><ul><li>Recruitment: Take the time to do it right </li></ul>
  12. 12. Checklist: Effective hiring strategies <ul><li>In your hiring process, do you: </li></ul><ul><li>Differentiate your opening? </li></ul><ul><li>Know what you want? </li></ul><ul><li>Treat applicants as customers? </li></ul><ul><li>Hire for fit, then train for the job? </li></ul>
  13. 13. Step 3: Build a high retention culture <ul><li>Retention: continuously re-recruiting your current talent </li></ul><ul><li>Focus on building relationships from Day 1 </li></ul>
  14. 14. Checklist: Retention leadership <ul><li>Do you: </li></ul><ul><li>Build in continuous learning? </li></ul><ul><li>Hold managers accountable? </li></ul><ul><li>Seek to build an exceptional culture? </li></ul>
  15. 15. Checklist: Retention leadership <ul><li>Do you: </li></ul><ul><li>Engage their souls? </li></ul><ul><li>Articulate a clear sense of purpose, then seek alignment? </li></ul><ul><li>Focus on taking care of your internal customers? </li></ul>
  16. 16. Becoming a high retention leader: 3-step process <ul><li>Step 1: Make it your goal to be the employer of choice </li></ul><ul><li>  </li></ul><ul><li>Step 2: Take the time to hire the best candidates </li></ul><ul><li>  </li></ul><ul><li>Step 3: Build a high retention culture </li></ul>

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