The document discusses employee engagement and retention. It notes that turnover costs businesses $1 trillion annually and replacing employees costs one-third of their annual salary. Effective culture, diversity, and inclusion are important foundations for engagement. Meeting employee needs around compensation, relations, autonomy, learning and careers can boost retention. Assessing culture, behaviors, metrics and outcomes can measure the impact on engagement and retention through reduced turnover and increased productivity.

1. Sambrita Basu
COO, Interim VP of People
CultureStrategy

2. Let’s Talk About Employee Engagement and
Retention..
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c u l t u r e s t r a t e g y . n e t

3. c u l t u r e s t r a t e g y . i o
Culture, Diversity, and Inclusion Are The Foundation
Blackrock CEO recently
stated that in 5 years from
today, all companies will be
measured by culture, impact
on society and government.
I came to see, in my time
at IBM, that culture isn’t
just one aspect of the
game, it is the game. In
the end, an organization
is nothing more than the
collective capacity of its
people to create value
We want to understand
what works here rather
than what worked at any
other organization.
We will never – and I
mean never – turn our
backs on our employees.
To make customers
happy, we have to make
sure our employees are
happy first
Louis Gerstner Laszlo Bock Howard Schulz Tony Hsieh

4. Why Does It Matter?
• According to Gallup, turnover costs U.S. businesses an estimated $1
trillion every year.
• Other estimates say it takes one-third of the person’s annual salary to
replace an employee who quits.
c u l t u r e s t r a t e g y . i o

5. Cost Factors
•New talent hiring costs - advertising, interviewing, screening, and hiring.
•Onboarding costs - training and management.
•Lost productivity—it may take a new employee one to two years to reach the productivity of an
existing person.
•Lost morale/engagement—other employees who see high turnover tend to disengage and lose
productivity.
•Customer service and errors—for example, new employees take longer and are often less adept at
solving problems.
•Training cost—a average business invests 10 to 20 percent of an employee's salary or more in
training.
c u l t u r e s t r a t e g y . i o

6. Do any of the following apply to your organization/team?
> Organizational silos
> Lack of collaboration tools/data access
> Unclear roles and responsibilities
> Employee behaviors/harassment or
discrimination
> Favoritism
> Low innovation
> Unclear performance management
processes
> Too much change
> Status quo mentality
> High turnover
> Lack of data sharing across teams
> Not a good understanding of metrics?
> Unclear cross-functional understanding/IT
and business?
> Inadequate employee skills
> Decisions take too long to implement
> Unnecessary red tape
> Unhealthy leadership behaviors
c u l t u r e s t r a t e g y . i o

7. c u l t u r e s t r a t e g y . i o
Culture, Diversity, and Inclusion Are The Foundation
Blackrock CEO recently
stated that in 5 years from
today, all companies will be
measured by culture, impact
on society and government.
I came to see, in my time
at IBM, that culture isn’t
just one aspect of the
game, it is the game. In
the end, an organization
is nothing more than the
collective capacity of its
people to create value
We want to understand
what works here rather
than what worked at any
other organization.
We will never – and I
mean never – turn our
backs on our employees.
To make customers
happy, we have to make
sure our employees are
happy first
Louis Gerstner Laszlo Bock Howard Schulz Tony Hsieh

8. c u l t u r e s t r a t e g y . i o
Meeting Employee Needs at Different Levels
• Compensation and Benefits
• Employee Relations
• Respect and Autonomy
• Learning and Development
• Career Paths

9. c u l t u r e s t r a t e g y . i o
Compensation and Benefits
• Equity and Fairness
• Flexibility
• Transparency

10. c u l t u r e s t r a t e g y . i o
Employee Relations
• Team Communication Systems
• Support and Mentorship
• Peer Coaching
• Rewards/Recognition

11. c u l t u r e s t r a t e g y . i o
Autonomy, Dignity, Flexibility
• Management and Leadership
• Enabling Feedback Systems
• Career Path Flexibility
• Performance Management

12. c u l t u r e s t r a t e g y . i o
Organizational Effectiveness Assessment 360o
Culture
Behaviors
Operational Metrics
Business Outcomes
Set of values, beliefs, and
orientations in the
organization
Team-level process and
performance indicators
Strategic KPIs
Set of observable actions

13. c u l t u r e s t r a t e g y . i o
Measuring Impact
Increased Employee Retention
Reduced Turnover
Increased Productivity
Increased Efficiency
Increased ROI Per Employee

14. 14
Sambrita, MBA, ICP-APP
COO, Interim VP of People
CultureStrategy
Select Experience
sambrita@culturestrategy.net
+1.845.393.2044
Co-Founder of CultureStrategy, an innovative HR & diversity and
inclusion consulting firm for startups and small businesses.
15+ years of consulting experience across Accenture, Cisco,
Groupon, TimeWarner, Sony, and Abt Associates.
MBA and Weston Merit Scholar from INSEAD/Wharton School of
Business Exchange Program
Contact

15. In the long run, the most adaptive win. The fearful lose.
c u l t u r e s t r a t e g y . i o