Half day open training event held in Toronto, Canada.

1. Retaining talented employees for
longer
by Toronto Training and HR
April 2014

2. CONTENTS
3-4 Introduction
5-6 Fundamental questions to start with
7-8 Measurements
9-10 Costing employee turnover
11-13 Improving retention rates
14-16 Review the data
17-18 Stay interviews
19-20 Questions around commitment
21-22 Generational differences
23-24 Maternity leave
25-27 Engagement, motivation and recognition
28-29 Organizational aspects to consider around retention
30-33 Employee value proposition
34-36 Ways to guarantee resignations
37-39 Ways to minimize attrition
40-41 Management involvement in orientation
42-46 The situation in Asia
47-48 Retention strategies
49-50 Conclusion, summary and questions
Page 2

3. Page 3
Introduction

4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers

5. Page 5
Fundamental questions to
start with

6. Fundamental
questions to
start with
• What constitutes a good
job?
• Who are your people
today?
• Who are your people
tomorrow?
Page 6

7. Page 7
Measurements

8. Measurements
• Employee turnover
• Employee retention
• Typical SMART
objectives
Page 8

9. Page 9
Costing employee
turnover

10. Costing
employee
turnover
• Administration of the
resignation
• Recruitment
and selection costs,
including administration
• Covering the post during
the period in which
there is a vacancy
• Onboarding and
orientation training for
the new employee
Page 10

11. Page 11
Improving retention rates

12. Improving
retention rates
1 of 2
• Job previews
• Make line managers
accountable
• Career development and
progression
• Consult employees
• Be flexible
• Avoid the development
of a presenteeism
culture
• Job security
Page 12

13. Improving
retention rates
2 of 2
• Treat people fairly
• Defend your
organization
Page 13

14. Page 14
Review the data

15. Review the
data 1 of 2
• Turnover by gender and
age
• Turnover by age and job
function
• Turnover by specific
reason and gender
• Turnover by voluntary
and involuntary
Page 15

16. Review the
data 2 of 2
• What do employees
really want?
• Why do employees really
leave?
Page 16

17. Page 17
Stay interviews

18. Stay
interviews
• Definition
• Skills needed
• Conversation opening
• Questions
• Actions and action plans
Page 18

19. Page 19
Questions around
commitment

20. Questions
around
commitment
• Affective commitment
• Normative commitment
• Continuance
commitment
Page 20

21. Page 21
Generational differences

22. Generational
differences
• Baby Boomers
• Generation X
• Millennials
Page 22

23. Page 23
Maternity leave

24. Maternity
leave
COACHING
• Before
• During
• After
Page 24

25. Page 25
Engagement, motivation
and recognition

26. Engagement,
motivation
and
recognition
1 of 2
• Positive drivers
• Negative drivers
• Productive and engaged
employees
• Productive and
questioning employees
• Questioning and
disengaged employees
Page 26

27. Engagement,
motivation
and
recognition
2 of 2
• Engagement-culture fit
• Motivation-job fit
• Recognition-career fit
• Leading to IMPROVED
RETENTION
Page 27

28. Page 28
Organizational aspects to
consider around retention

29. Organizational
aspects to
consider
around
retention
• Overall company
business model
• Business strategy
• Company values and
culture
• Policies and guidelines
• Line managers
Page 29

30. Page 30
Employee value
proposition

31. Employee
value
proposition
1 of 3
• Part of people strategy
• Framework for analysis
• Program of action
Page 31

32. Employee
value
proposition
2 of 3
Categories
• Position in industry
• Own and company
alignment
• Environmental factors
• Corporate social
responsibility
Page 32

33. Employee
value
proposition
3 of 3
Dimensions
• Work
• Organization and
leadership
• Direct management
• Opportunities
• Rewards and benefits
Page 33

34. Page 34
Ways to guarantee
resignations

35. Ways to
guarantee
resignations
1 of 2
• Treat everyone equally
• Tolerate mediocrity
• Have dumb rules
• Don’t recognize
outstanding performance
and contributions
• Don’t have any fun at
work
• Don’t keep your people
informed
• Micromanage
Page 35

36. Ways to
guarantee
resignations
2 of 2
• Don’t develop an
appropriate attrition
strategy
• Don’t undertake stay
interviews
• Make the onboarding
program an exercise in
tedium
Page 36

37. Page 37
Ways to minimize attrition

38. Ways to
minimize
attrition
1 of 2
• Take and stay in control
of your team
• Share your desire,
purpose and vision
• Let only positive people
join your team
• Your attitude is
contagious so keep it
positive
• Don’t waste your time on
people who don’t want
to be there
Page 38

39. Ways to
minimize
attrition
2 of 2
• Do what is right
• Respect everyone’s
opinion
• Focus on the strengths
of each person
• Communicate,
communicate,
communicate!
• Have fun and enjoy the
ride!
Page 39

40. Page 40
Management involvement
in orientation

41. Management
involvement
in orientation
• You were carefully
chosen and we’re glad
you’re here
• You’re now part of a
great organization
• This is why your job is so
important
Page 41

42. Page 42
The situation in Asia

43. The situation
in Asia 1 of 4
• Attraction
• Selection
• Positions that were
difficult to retain
Page 43

44. The situation
in Asia 2 of 4
STEPS TAKEN TO IMPROVE
RETENTION
• Increased pay
• Improved benefits
• Increased learning &
development opportunities
• Made changes to improve
work-life balance
• Revised the way people
are rewarded so their
efforts are better
recognised
Page 44

45. The situation
in Asia 3 of 4
STEPS TAKEN TO IMPROVE
RETENTION (CONT.)
• Improved employee
involvement
• Offered
coaching/mentoring
schemes
• Improved line managers’
people skills
• Improved physical working
conditions
Page 45

46. The situation
in Asia 4 of 4
PER COUNTRY
• China
• Hong Kong
• Malaysia
• Singapore
• South Korea
• Taiwan
Page 46

47. Page 47
Retention strategies

48. Retention
strategies
• Underlying principles
• Supervisors
• People management
processes
• Top management
Page 48

49. Page 49
Conclusion, summary and
questions

50. Page 50
Conclusion, summary and
questions
Conclusion
Summary
Videos
Questions