In July 2017, the Lakeland Economic Development Council conducted a survey administered by Emily Rogers Consulting + Coaching to examine the areas of talent acquisition and retention as well as identify other pressing issues that are on the minds of business owners and executives in Lakeland. Review the findings presented at the November 27th LEDC Meeting at The Polk Theatre.

1. 2017 LEDC
CEO Survey Findings
Administered by Emily Rogers Consulting + Coaching

2. Background
In 2016, the LEDC, conducted research comprised of member
surveys, community stakeholder visits and CEO interviews with
several goals in mind including the opportunity to identify
issues effecting Lakeland’s largest employers. Among the
learnings LEDC identified two primary concerns that weighed
on the minds of Lakeland CEO’s-- talent acquisition and talent
retention.

3. 2017 Survey Objectives
1. Gain a better understanding of talent acquisition and
retention challenges
2. Use key findings to conduct informed conversations with
LEDC members and community stakeholders and to
collaboratively develop solutions
3. Share talent acquisition and retention best practices

4. 85 Survey Respondents
• 81% have less than 250 employees
• 61% headquartered in Lakeland
• 60% report that more than half of employees reside in
Lakeland

5. Interviews
• Boring Business Systems ~ Dean Boring,
Owner/President
• Lakeland Regional Health ~ Dr. Elaine Thompson, CEO
& Scott Dimmick, Chief HR Officer
• Lockheed Martin ~ Karen Turner, Senior Manager of
Billing & Fixed Assets Accounting
• Qgiv ~ Todd Baylis, President

6. 10 Key Findings &
Insights

7. 1. Growth Expected & Executive
Teams are Prepared to Capitalize
75% report moderate to significant growth
potential from 5 key areas:
80% feel their current executive team is
prepared for the growth
80%
− Entry into new markets
− Gain in operating efficiencies
− Collaborative partnerships
− New products
− Mergers or acquisitions
75%

8. 2. 76% will be Actively Recruiting
With 72% filling up to 10 positions in these 6 key areas
over the next 18 months:
1. Sales – 40%
2. Engineering – 26%
3. IT Infrastructure – 26%
4. Customer Service – 25%
5. General Management - 20%
6. Marketing – 20%

9. 3. Executive Level
Succession Planning Needed
56% of CEOs report that 1 to 5 members of their executive
leadership team will retire over the next 3 years,
yet… only 44% have a formal succession plan

10. 70% of CEOs report challenges
developing leadership readiness
to support a succession plan, yet…
• 53% of companies don’t provide formal mentoring at
any level
• 41% of companies don’t provide executive coaching at
any level
• 40% of companies don’t provide 360-degree feedback
at any level

11. 4. Mid-level Succession Planning &
Professional Development Gaps Exist
64% of companies report they will need to fill
up to 5 mid-level manager positions over the next 3 years,
yet… only 47% are developing a mid-level leadership bench

12. 5. Many Not Using the Most
Effective Recruiting Tactics for
Mid-level Management Positions
1. Online portals: 57% find effective and are widely used
2. Undergrad colleges & univs: 50% find effective
o yet… 39% don’t use
3. Search firms: 43% find effective
o yet …42% don’t use
4. Employee referral programs: 41% find effective
o yet… 44% don’t use
5. Advanced degree programs: 30% find effective
o yet… 56% don’t use

13. 6. 38% Percent of Companies
do not Have HR Representation
on Executive Team

14. 7. Top 5 Benefits That Positively
Impact Recruitment & Retention
1. Performance bonus - 73%
2. Retirement savings/401K – 68%
3. Continuing education opportunities – 46%
4. Option to periodically work remotely – 38%
5. Company-sponsored events – 35%

15. Potential Benefits Opportunities
• 90% do not offer private school/education vouchers
• 86% do not offer job placement assistance to spouse
• 65% do not offer company stock options or restricted
stock units
• yet… among those that do, 30% find it effective to
very effective

16. Potential Benefits Opportunities
• 54% do not offer relocation packages as an incentive
for job candidates to move to Lakeland
• Those that do offer assistance include: moving
expenses, temporary housing, realtor/closing costs,
housing hunting trips, tax assistance for moving
costs, assistance selling/buying home and travel
expenses

17. Potential Benefits Opportunities
• 47% do not offer extended PTO
• yet… among those that do, 35% find it effective to
very effective
• 47% do not offer wellness programs
• yet… among those that do, 21% find it effective to
very effective.

18. 8. Top 3 Reasons* Employees Leave
1. Opportunity for promotion or higher pay at another
company – 53%
2. Terminated for lack of performance – 35%
3. Lack of opportunity/career path – 24%
* Other than retirement

19. 9. Nearly 40% Report that
Less than Half of Employees
Reside in Lakeland
Top 5 reasons they do not move to Lakeland:
1. Public Schools – 30%
2. Amenities – 30%
3. Housing Options – 23%
4. Spouses Job – 23%
5. Family & Friends – 22%

20. 10. Top 3 reasons Job Candidates
Decline Employment Offers
(mid-level mgt. & above)
1. Location of Lakeland – 44%
2. Non-competitive salary/benefits – 40%
3. Reputation of public school system – 39%

21. Summary of 10 Key Findings
1. Growth is expected & executive teams are prepared to
capitalize
2. 76% of companies will be actively recruiting
3. Executive-level succession planning and leadership
readiness is needed
4. Mid-level management succession planning &
professional development gaps exist
5. Many are not using the most effective recruiting
practices for mid-level management positions

22. Summary of 10 Key Findings
6. 38% do not have HR representation on executive team
7. Several opportunities exist to strengthen benefits
packages
8. #1 reason employees leave is promotion and better pay
opportunities
9. Nearly 40% report that less than half of employees
reside in Lakeland
10.Top 3 reasons employment offer is declined: location of
Lakeland, non competitive compensation, reputation of
public school system

23. • Boring Business Systems ~ Dean Boring,
Owner/President
• Lockheed Martin ~ Karen Turner, Senior Manager of
Billing & Fixed Assets Accounting
• Saddle Creek Corporation ~ Cliff Otto, CEO
• Qgiv ~ Todd Baylis, President
Panel Discussion

24. Emily strategically advises and supports businesses, organizations and
individuals in growing and realizing their full potential in purposeful and
balanced ways. She offers:
• Executive coaching
• Team leadership development & coaching
• 360-degree leadership assessments
• Organizational culture assessments
• Business & organizational consulting
• Strategic planning facilitation
• Wellness retreats for women
• Life coaching
• Keynote speaking
emily@emilyrogers.com
www.emilyrogers.com
863.860.6036

25. 2017 LEDC CEO Survey Findings
Administered by Emily Rogers Consulting + Coaching