Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Good Practices of Retention Strategies

1,151 views

Published on

  • Be the first to comment

Good Practices of Retention Strategies

  1. 1. Good Practices of Retention Strategies to Keep Employees VOLUTIONIZING RECRUITMENT AND RETENTION 2015 CapSquare, Prince Hotel & Residence March 24 & 25
  2. 2. Contents Good Practices of Retention Strategies to Keep Employees 7 hidden reasons why employees leave their organizations Good practices of retention strategies local and foreign companies with real life examples Employee of Choice model to enhance retention
  3. 3. What are good retention strategies to keep employees?
  4. 4. BACKGROUND
  5. 5. Employee Retention Leigh Branham Saratoga Institute of Research
  6. 6. Background • Saragato Institute is part of PwC. World leader in exit interview and employee commitment survey • Saragato Institute maintained a 5 years of database of 19700 of exit and employee surveys from 1999-2003 • Exit interview of 3149 employees • Wide range of industries
  7. 7. Guessing Reasons Percentage
  8. 8. REASONS OF LEAVING
  9. 9. 65 Reasons
  10. 10. Why Employees Are Leaving? Reasons Percentage Too few growth and advancement opportunities 16 Lack of support by and respect from supervisor 13 Compensation 12 Job Duties Boring and unchallenging 11 Lack of leadership skills by supervisor 9 Work Hours 6 Unavoidable reasons 5
  11. 11. PEOPLE DO NOT LEAVE COMPANIES, THEY LEAVE BAD BOSSES Reasons Percentage Too few growth and advancement opportunities 16 Lack of support by and respect from supervisor 13 Compensation 12 Job Duties Boring and unchallenging 11 Lack of leadership skills by supervisor 9 Work Hours 6 Unavoidable reasons 5
  12. 12. Energy to Develop Leadership Development
  13. 13. GOOD PRACTICES
  14. 14. Good Practices To Match Expectations with Reality Select the Right Talent for the Job To Provide Coaching and Feedback To Provide Career Advancement and Growth Opportunities To Make Employees Feel Valued and Recognized To Reduce Stress from Work-Life Imbalance and Overwork To Inspire and Confidence in Senior Leaders
  15. 15. Retention Good Practices To Provide Career Advancement and Growth Opportunities Career Development Weekly Department Meeting 1 On 1 To Make Employees Feel Valued and Recognized Motivation Voucher Corporate Strategy Annual Employee Survey Job Title Changes To Reduce Stress from Work-Life Imbalance and Overwork Pfizer – FCW
  16. 16. PAYPAL GLOBAL OPS PULSE FINDING Career Development Job Title
  17. 17. BUSINESS CONTEXT SETTING THE SCENE
  18. 18. TEAM COACHING 1 HOUR
  19. 19. New Job Titles - Talent Retention Shanghai
  20. 20. Carsem • Festive • Team Bonding • Communicate Strategies regularly • Gemba Walk • Leader-teach-leaders • Team Building • Supervisor Development
  21. 21. 22
  22. 22. RETENTION APPROACHES
  23. 23. Four Fundamental Human Needs ● The need for trust. ● The need to have hope. • The need to feel a sense of worth ● The need to feel competent.
  24. 24. To Match Expectations with Reality
  25. 25. Select the Right Talent for the Job
  26. 26. To Provide Coaching and Feedback
  27. 27. To Provide Career Advancement and Growth Opportunities
  28. 28. To Make Employees Feel Valued and Recognized
  29. 29. To Reduce Stress from Work-Life Imbalance and Overwork
  30. 30. To Inspire and Confidence in Senior Leaders
  31. 31. EMPLOYEE OF CHOICE STRATEGIES
  32. 32. Employee of Choice
  33. 33. IMPACTS
  34. 34. ONE LAST THING
  35. 35. Corporate Culture •
  36. 36. Four Corporate Culture
  37. 37. 39

×