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Booth # 74102 Stop by for a demo!
Booth # 74102
1. Workplace Trends
2. Case Studies
3. Action Plan
Generation Bias
“Our youth now love luxury.
They have bad manners,
contempt for authority;
They show disrespect for
their ...
Generation Bias
“Our youth now love luxury.
They have bad manners,
contempt for authority;
They show disrespect for
their ...
Who Are They?
Who Are They?Boomers
• Born ‘46-64
• 51-69 yrs old
• Vietnam
• Civil &
Women’s
Rights
• Moon
landing
• Personal
Computer
G...
Who Are They?Boomers
• Born ‘46-64
• 51-69 yrs old
• Vietnam
• Civil &
Women’s
Rights
• Moon
landing
• Personal
Computer
G...
Who Are They?Boomers
• Born ‘46-64
• 51-69 yrs old
• Vietnam
• Civil &
Women’s
Rights
• Moon
landing
• Personal
Computer
G...
What Motivates Them?
What Motivates Them?Boomers
• 51-69 yrs old
• Job Security
• Loyal to
employers
• Money/Title
Recognition
GenerationX
• 35...
What Motivates Them?Boomers
• 51-69 yrs old
• Job Security
• Loyal to
employers
• Money/Title
Recognition
GenerationX
• 35...
What Motivates Them?Boomers
• 51-69 yrs old
• Job Security
• Loyal to
employers
• Money/Title
Recognition
GenerationX
• 35...
Who cares?
• 2015: Millenials become the largest
population in the workforce (¾ by 2025)
Source: US Census Bureau, 2014
2015 Workplace Trends
• 2/3 of US workers feel disengaged at work
Source: Gallup Poll, 2015
Most Popular Job
Source: NPR – Planet Money, 2014
Top 10 Unhappiest Jobs
#4 Dispatcher #9 Truck Driver
Source: Forbes, 2015
The Most Effective Way
to Reduce Turnover & Retain Top Performers
Create a Culture They Cannot Imagine Leaving!
80%Will St...
Impact of Effective Recognition
When
companies
spend 1% or
more of payroll
on recognition,
85% see a
positive impact
on en...
Case Studies
Case Study 1:
Mortgage Lender
Source: Incentive Magazine, 2014
Case Study 1:
Situation
• 200 Remote and On-Site Workers
• Rarely Met Face-to-Face
• No Real Communication
• 30-40% Turnov...
Case Study 1:
Tactics
1. Connect the Remote Workforce
– Weekly Huddle Meetings
2. Get Employees Invested
– Hired Based on ...
Case Study 1:
Results
• 90% Retention Rate
– Industry Turnover Rate of 40%
• Decreased Recruiting Costs Substantially
– Em...
Case Study 2:
Call Center
Source: Technology Marketing Corporation, 2010
Case Study 1:
Situation
• 1500 Seat Call Center
• Over 200% Turnover
• Job is Boring, Stressful
• Management Invested in H...
Case Study 1:
Tactics
1. Find the Attack Zone
– Month 3: Over 50% Turnover
2. Focus on Why Employees Stayed
– Co-Worker Bo...
Case Study 2:
Results
• 200% Turnover Down by 133% and Falling
• 82% of Employees Believed Company
Committed to Recognizin...
“Treat employees like they
make a difference,
and they will.”
-Jim Goodnight, CEO, SAS
(1) Listen (2) Invest (3)Recognize
STEP 1
Listen
“I came away from this experience with a
deeper understanding
of the challenges
faced by our front-line employees.”
- Denn...
“Open-Door” Policy
"Top Fleet Employers have
accessible, available senior management teams
and “open-door” polices
that ma...
Source: Lireo, 2014
(1) Listen (2) Invest (3) Recognize
Source: Office Vibe, 2015
Regular Employee Feedback = Lower Turnover
HOW TO IMPROVE
(1) Listen (2) Invest (3) Recognize
3 A’s of Employee Surveys
1. Annual
• E.g. Speedometer
Source: Forbes, 2012
2. Accountable
• Encourage Improvement
3. Acti...
STEP 2
Invest
Recruiting Musts
2) Hire Based on Fit1) Use Social Media
Source: OC Tanner, 2014
Source: ICIMS, 2014
(1) Listen (2) Invest...
Training
(1) Listen (2) Invest (3) Recognize
Source: Office Vibe, 2015
Training = Better Performance
HOW TO IMPROVE
(1) Listen (2) Invest (3) Recognize
(1) Listen (2) Invest (3) Recognize
Core Value Alignment = Bottom Line Profits
HOW TO IMPROVE
Source: Office Vibe, 2015
(1) Listen (2) Invest (3) Recognize
STEP 3
Recognize
Source: Forbes, 2012
(1) Listen (2) Invest (3) Recognize
How Recognition Works
Maslow’s Hierarchy of Needs
“Peer-to-Peer” is a Must-Have
Source: Office Vibe, 2014
(1) Listen (2) Invest (3) Recognize
Source: Office Vibe, 2015
HOW TO IMPROVE
Recognition = Motivation
(1) Listen (2) Invest (3) Recognize
Meaningful Rewards
Source: 3cheers.com, 2014
(1) Listen (2) Invest (3) Recognize
Source: Lifehacker, 2014
(1) Listen (2) Invest (3) Recognize
Action Plan Summary
1) Listen
• Open-Door Policy
• Conduct Regular Surveys
• Measure and Improve upon Feedback/Results
2) ...
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Published on

"Reinventing Recruiting & Retention"

Nikki Halcomb & Rachel Weise
Premier Business Solutions, LLC
Presented at the Mid America Trucking Show, March 26, 2015

Published in: Recruiting & HR
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Mats presentation slides master

  1. 1. & Booth # 74102 Stop by for a demo!
  2. 2. Booth # 74102
  3. 3. 1. Workplace Trends 2. Case Studies 3. Action Plan
  4. 4. Generation Bias “Our youth now love luxury. They have bad manners, contempt for authority; They show disrespect for their elders and love chatter in place of exercise; they no longer rise when elders enter the room; they contradict their parents, chatter before company; gobble up their food and tyrannize their teachers.”
  5. 5. Generation Bias “Our youth now love luxury. They have bad manners, contempt for authority; They show disrespect for their elders and love chatter in place of exercise; they no longer rise when elders enter the room; they contradict their parents, chatter before company; gobble up their food and tyrannize their teachers.” Socrates 470 BC – 399 BC
  6. 6. Who Are They?
  7. 7. Who Are They?Boomers • Born ‘46-64 • 51-69 yrs old • Vietnam • Civil & Women’s Rights • Moon landing • Personal Computer GenerationX • Born ‘65-80 • 35-50 yrs old • Cold War • Fall of Berlin Wall • Internet • Mobile Phone Millenials • Born ‘81-’97 • 18-34 yrs old • 9/11 • Social Everything • Google • iPod • On Demand
  8. 8. Who Are They?Boomers • Born ‘46-64 • 51-69 yrs old • Vietnam • Civil & Women’s Rights • Moon landing • Personal Computer GenerationX • Born ‘65-80 • 35-50 yrs old • Cold War • Fall of Berlin Wall • Internet • Mobile Phone Millenials • Born ‘81-’97 • 18-34 yrs old • 9/11 • Social Everything • Google • iPod • On Demand
  9. 9. Who Are They?Boomers • Born ‘46-64 • 51-69 yrs old • Vietnam • Civil & Women’s Rights • Moon landing • Personal Computer GenerationX • Born ‘65-80 • 35-50 yrs old • Cold War • Fall of Berlin Wall • Internet • Mobile Phone Millenials • Born ‘81-’97 • 18-34 yrs old • 9/11 • Social Everything • Google • iPod • On Demand
  10. 10. What Motivates Them?
  11. 11. What Motivates Them?Boomers • 51-69 yrs old • Job Security • Loyal to employers • Money/Title Recognition GenerationX • 35-50 yrs old • Work/Life Balance • Loyal to careers • Autonomy Millenials • 18-34 yrs old • Freedom & Flexibility • Work “with” companies, not “for” • Immediate feedback and recognition
  12. 12. What Motivates Them?Boomers • 51-69 yrs old • Job Security • Loyal to employers • Money/Title Recognition GenerationX • 35-50 yrs old • Work/Life Balance • Loyal to careers • Autonomy Millenials • 18-34 yrs old • Freedom & Flexibility • Work “with” companies, not “for” • Immediate feedback and recognition
  13. 13. What Motivates Them?Boomers • 51-69 yrs old • Job Security • Loyal to employers • Money/Title Recognition GenerationX • 35-50 yrs old • Work/Life Balance • Loyal to careers • Autonomy Millenials • 18-34 yrs old • Freedom & Flexibility • Work “with” companies, not “for” • Immediate feedback and recognition
  14. 14. Who cares? • 2015: Millenials become the largest population in the workforce (¾ by 2025) Source: US Census Bureau, 2014
  15. 15. 2015 Workplace Trends • 2/3 of US workers feel disengaged at work Source: Gallup Poll, 2015
  16. 16. Most Popular Job Source: NPR – Planet Money, 2014
  17. 17. Top 10 Unhappiest Jobs #4 Dispatcher #9 Truck Driver Source: Forbes, 2015
  18. 18. The Most Effective Way to Reduce Turnover & Retain Top Performers Create a Culture They Cannot Imagine Leaving! 80%Will Stay the Course When Consistently Recognized and Rewarded 55% Would Walk To join a company that has a formal recognition and rewards program G Source: Globoforce, 2013 What can we do?
  19. 19. Impact of Effective Recognition When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement. Source: SHRM Survey, 2012
  20. 20. Case Studies
  21. 21. Case Study 1: Mortgage Lender Source: Incentive Magazine, 2014
  22. 22. Case Study 1: Situation • 200 Remote and On-Site Workers • Rarely Met Face-to-Face • No Real Communication • 30-40% Turnover
  23. 23. Case Study 1: Tactics 1. Connect the Remote Workforce – Weekly Huddle Meetings 2. Get Employees Invested – Hired Based on Fit 3. Recognize Great Performance in a Non- Traditional Workplace – Launched an Online Employee Recognition Program
  24. 24. Case Study 1: Results • 90% Retention Rate – Industry Turnover Rate of 40% • Decreased Recruiting Costs Substantially – Employees Stay – Employees Recruit for Them
  25. 25. Case Study 2: Call Center Source: Technology Marketing Corporation, 2010
  26. 26. Case Study 1: Situation • 1500 Seat Call Center • Over 200% Turnover • Job is Boring, Stressful • Management Invested in Higher Pay, Better Workstations, Better Benefits – No Improvement
  27. 27. Case Study 1: Tactics 1. Find the Attack Zone – Month 3: Over 50% Turnover 2. Focus on Why Employees Stayed – Co-Worker Bonds 3. Reinforce Positive Employee Behavior – Launched an Online Employee Recognition Program – Rewarded Anniversaries, Acts of Kindness, Strengthened Employee Bonds
  28. 28. Case Study 2: Results • 200% Turnover Down by 133% and Falling • 82% of Employees Believed Company Committed to Recognizing Employee Accomplishments
  29. 29. “Treat employees like they make a difference, and they will.” -Jim Goodnight, CEO, SAS
  30. 30. (1) Listen (2) Invest (3)Recognize
  31. 31. STEP 1 Listen
  32. 32. “I came away from this experience with a deeper understanding of the challenges faced by our front-line employees.” - Denny Slagle, President & CEO, Mack Trucks (2011) (1) Listen (2) Invest (3) Recognize Source: 2011 - www.successfuldealer.com
  33. 33. “Open-Door” Policy "Top Fleet Employers have accessible, available senior management teams and “open-door” polices that make it easy for drivers, owner-operators and non-drivers to make suggestions, offer ideas and raise any concerns.“ Source: Trucking HR Canada, 2014 (1) Listen (2) Invest (3) Recognize
  34. 34. Source: Lireo, 2014 (1) Listen (2) Invest (3) Recognize
  35. 35. Source: Office Vibe, 2015 Regular Employee Feedback = Lower Turnover HOW TO IMPROVE (1) Listen (2) Invest (3) Recognize
  36. 36. 3 A’s of Employee Surveys 1. Annual • E.g. Speedometer Source: Forbes, 2012 2. Accountable • Encourage Improvement 3. Action • Do Something with the Data (1) Listen (2) Invest (3) Recognize
  37. 37. STEP 2 Invest
  38. 38. Recruiting Musts 2) Hire Based on Fit1) Use Social Media Source: OC Tanner, 2014 Source: ICIMS, 2014 (1) Listen (2) Invest (3) Recognize
  39. 39. Training (1) Listen (2) Invest (3) Recognize
  40. 40. Source: Office Vibe, 2015 Training = Better Performance HOW TO IMPROVE (1) Listen (2) Invest (3) Recognize
  41. 41. (1) Listen (2) Invest (3) Recognize
  42. 42. Core Value Alignment = Bottom Line Profits HOW TO IMPROVE Source: Office Vibe, 2015 (1) Listen (2) Invest (3) Recognize
  43. 43. STEP 3 Recognize
  44. 44. Source: Forbes, 2012 (1) Listen (2) Invest (3) Recognize How Recognition Works Maslow’s Hierarchy of Needs
  45. 45. “Peer-to-Peer” is a Must-Have Source: Office Vibe, 2014 (1) Listen (2) Invest (3) Recognize
  46. 46. Source: Office Vibe, 2015 HOW TO IMPROVE Recognition = Motivation (1) Listen (2) Invest (3) Recognize
  47. 47. Meaningful Rewards Source: 3cheers.com, 2014 (1) Listen (2) Invest (3) Recognize
  48. 48. Source: Lifehacker, 2014 (1) Listen (2) Invest (3) Recognize
  49. 49. Action Plan Summary 1) Listen • Open-Door Policy • Conduct Regular Surveys • Measure and Improve upon Feedback/Results 2) Invest • Recruiting: Social Media & Hire Based on Fit • Implement Ongoing Training • Positive Company Culture & Core Value Alignment 3) Recognize • Diversify Recognition (Peer-to-Peer) • Establish Motivating Reward Options • Frequently Recognize and Reward

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