What makes employees decide to leave? In most cases, employees make incremental choices that lead to their departure long before they give their two weeks’ notice. Understanding these retention checkpoints can help your organization build hiring, management, and recognition processes to find and keep employees.
Join BambooHR and The Predictive Index for insights on helping your employees stay engaged and productive through all the checkpoints of their career—from great beginnings, to graceful exits, and throughout the exciting, productive journey in between.
Companies Killing The Millennial Hiring GameBambooHR
How does a company shift from catering to Gen X and Baby Boomers to the Millennial generation and beyond?
Learn all the ins and outs of millennial hiring from some companies that are killing it. The panel of experienced hiring experts from Spark Hire, BambooHR, and Criteria come together to explain their secrets to hiring the most employed generation: Millennials. This group is different from any generation before it. The environment Millennials grew up in makes them have different wants, value needs differently, and look for different things in their employer.
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
Hiring well-aligned, diverse candidates can lead to greater levels of innovation and creativity, while mis-hires can leave organizations scrambling to move forward. Join panelists from BambooHR, PayFactors, GoodHire, and TalentLyft for a discussion of these essential recruiting principles, and for insights from their experience in helping hiring managers learn what goes into finding a great hire.
Driving Better Performance with Better Feedback in 2020BambooHR
Imagine you have to drive somewhere you’ve never been before. Now, imagine you have to get there without any directions—nothing but the end goal in mind. Most drivers would make it there eventually, but only after quite a few wrong turns. There’s no question the trip would be much easier with clear feedback to adjust your course along the way.
Performance management is the same way. If you don’t provide consistent feedback, your employees might feel like they’re driving without directions. Not only is this frustrating and confusing for your people, but it also holds your organization back from progressing at full speed.
Creating a Compensation and Budget Plan (and How to Get Your CFO on Board)BambooHR
As the end of the year approaches there is a lot to look forward to. Holiday celebrations, office parties, and a fresh, new year...oh, also, working on your organization’s compensation and budget plan. While a compensation and budget plan might not be your favorite part of the year’s end, with a little help, it definitely won’t be the worst part! BambooHR and PayScale have a few tricks up their sleeves to help your HR team wow your CFO with a 2020 plan.
How to Improve Retention Now and in the FutureBambooHR
In a recent survey from PayScale, business leaders identified retention as one of their top concerns, with 24 percent of respondents saying it will be their biggest HR challenge in 2019. With the job market as competitive as it is, and cost of turnover as high as it is, it’s no wonder improving retention is at the top of the priority list for many organizations. Yet not all of these organizations know what retention techniques to use when it comes down to actually moving the needle.
Join BambooHR and PayScale as they share both long-term strategies and immediate tactics for boosting retention in your organization
Companies Killing The Millennial Hiring GameBambooHR
How does a company shift from catering to Gen X and Baby Boomers to the Millennial generation and beyond?
Learn all the ins and outs of millennial hiring from some companies that are killing it. The panel of experienced hiring experts from Spark Hire, BambooHR, and Criteria come together to explain their secrets to hiring the most employed generation: Millennials. This group is different from any generation before it. The environment Millennials grew up in makes them have different wants, value needs differently, and look for different things in their employer.
Summer of Sourcing 2019: Attracting Talent that StaysBambooHR
The workforce is changing: Millennials and Gen Xers switch jobs nearly 2x faster than prior generations, and will make up 67% of the workforce by 2020. Gallup estimates that U.S. businesses lose $1 trillion every year from employee turnover.
So how do companies retain good talent? Discover how to improve your sourcing strategy and attract talent that stays in our first installment of our Summer of Sourcing series.
Hiring well-aligned, diverse candidates can lead to greater levels of innovation and creativity, while mis-hires can leave organizations scrambling to move forward. Join panelists from BambooHR, PayFactors, GoodHire, and TalentLyft for a discussion of these essential recruiting principles, and for insights from their experience in helping hiring managers learn what goes into finding a great hire.
Driving Better Performance with Better Feedback in 2020BambooHR
Imagine you have to drive somewhere you’ve never been before. Now, imagine you have to get there without any directions—nothing but the end goal in mind. Most drivers would make it there eventually, but only after quite a few wrong turns. There’s no question the trip would be much easier with clear feedback to adjust your course along the way.
Performance management is the same way. If you don’t provide consistent feedback, your employees might feel like they’re driving without directions. Not only is this frustrating and confusing for your people, but it also holds your organization back from progressing at full speed.
Creating a Compensation and Budget Plan (and How to Get Your CFO on Board)BambooHR
As the end of the year approaches there is a lot to look forward to. Holiday celebrations, office parties, and a fresh, new year...oh, also, working on your organization’s compensation and budget plan. While a compensation and budget plan might not be your favorite part of the year’s end, with a little help, it definitely won’t be the worst part! BambooHR and PayScale have a few tricks up their sleeves to help your HR team wow your CFO with a 2020 plan.
How to Improve Retention Now and in the FutureBambooHR
In a recent survey from PayScale, business leaders identified retention as one of their top concerns, with 24 percent of respondents saying it will be their biggest HR challenge in 2019. With the job market as competitive as it is, and cost of turnover as high as it is, it’s no wonder improving retention is at the top of the priority list for many organizations. Yet not all of these organizations know what retention techniques to use when it comes down to actually moving the needle.
Join BambooHR and PayScale as they share both long-term strategies and immediate tactics for boosting retention in your organization
How to Develop a Successful Hiring ProcessBambooHR
Join a free webinar with expert panelists from BambooHR, Glassdoor, SmartRecruiters, and Prezi as they discuss the best methods and strategies to improve your hiring process.
Join our panel of experts from BizLibrary and BambooHR as they have an open conversation about what it’s been like to lead organizations of all shapes and sizes during a global pandemic. We’ll be discussing their greatest successes and biggest learning lessons. Because we all know leading among uncertainty is not easy, but with the right attitude, organizations and leaders can come out of this stronger than ever.
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
Mind The Gap - Managing Today's Multi-Generational WorkforceBambooHR
How can organizations adapt to today’s multi-generational workforce? Learn how to recruit, manage, and retain employees of all ages in this free webinar.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBambooHR
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94 percent of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
Roadmap to Diverse & Inclusive Hiring in 2021BambooHR
Join HR experts from DoorDash, Checkr, Criteria Corp, and Greenhouse for insights on how to expand diversity and inclusion in your organization’s hiring and training.
How to Create a Culture of Feedback (and Why You Should)BambooHR
While doing an annual employee review is great, once-a-year feedback is not enough. According to a 2019 study by Gallup, employees are 2.7 times more likely to be engaged in their jobs and 3 times more likely to do "outstanding" work when when they receive regular, weekly feedback. Your employees want to hear from their managers! But how do you get managers into the habit of giving regular feedback?
Join Jack Altman from Lattice and Liz Weber from Weber Business Services as they teach you how to create a culture of feedback at your organization and show you why a culture of feedback is so essential.
Giving and Receiving Feedback: A New ImperativeTechWell
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables. Omar Bermudez explains several techniques—Giving Positive Feedback, Acid Reflux (when you get that sick feeling), and SARA (Surprise, Anger, Rationalization, Acceptance)—that allow people to give and receive honest feedback to promote incremental improvements. Omar explains how to give accurate feedback to and receive the same from senior team members or direct superiors, a skill critical to career advancement. To increase self-esteem, happiness index, and your power to influence, Omar teaches you how to present feedback to your peers, your boss, or other colleagues in a diplomatic and efficient way. Take away key insights into how to create a healthy organizational culture with clear and constructive feedback.
Hypergrowth and beyond: How to navigate hiring during rapid expansion while s...LinkedIn Talent Solutions
Glen Evans, Slack
Glen Evans discusses how to he has helped two leading tech company successfully recruit and hire in-demand talent, while implementing a recruiting system that has enabled each company to transition from a reactive recruiting model to a proactive model. Glen will share strategies, best practices, and lessons learned in a conversational format.
Key highlights:
How to fill hiring immediate needs, while developing a strategy to accurately forecast growth, build a talent pipeline, as well as the internal infrastructure required to support rapid growth.
How to build internal relationships, identify champions, secure budget, and properly communicate strategy.
How to scale your company’s hiring efforts, while ensuring a first class candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
Strategies to recruit & retain a multigenerational workforceBambooHR
Following over a year of turmoil, people from every generation are rethinking what work really means to them, and many are even calling it quits. What does that mean for your hiring efforts, and how can you adapt your recruiting strategies to meet the needs of a large, multigenerational candidate pool?
Developing Your Talent Acquisition StrategyBambooHR
It can be intimidating for small businesses to approach talent acquisition in today’s competitive job market. But whether you’re trying to hire employee #50 or employee #500, your organization needs to communicate three important points to your prospective employees: who you are, what you want to accomplish, and why they should work for you.
Join expert panelists from BambooHR, GoodHire and TextRecruit as they discuss how to refine your talent acquisition strategy as an essential part of improving your organization’s overall employee experience.
Creating Culture: How to Develop an Intentional Company CultureBambooHR
Company culture is a lot more than just a buzzword. Your organization’s culture is both the values you set for your organization and how those values actually play out in employees’ interactions with each other.
The best cultures create happy, engaged employees, and according to a study from the Social Market Foundation, those happy, engaged employees boost productivity by 20 percent. But with the ever-changing workforce, how to create a company culture that fosters growth and loyalty in your employees doesn’t always have a simple answer. Join us as we discuss how we've created intentional company cultures that bring out the best in our employees.
Do you work hard for great hires only to have them leave after a few months? This presentation shares some of the important areas of onboarding a new hire to get them engaged from day one. These important onboarding milestones will prepare your new hire for success and a longer life with your company.
Be Open: Performance Management Keys for Employee RetentionBambooHR
Join panelists from BambooHR, PayScale, and SurveyMonkey as they discuss the details of performance management practices that have made their retention efforts successful.
How Hybrid Work Impacts the Employee ExperienceBambooHR
Join BambooHR and VerifiedFirst for a session on how the hybrid workforce model impacts the employee experience and how your organization can use this time to improve employee satisfaction.
Give More Feedback to Enhance ProductivityHilary Potts
High performing teams are feedback-rich environments. Unfortunately, in many organizations, employees want feedback from their managers, but say they don’t receive enough of it. Here are tips to provide more positive and constructive feedback to your colleagues.
Last year in one of our most popular webinars ever, we revealed "The Stay Interview Secret". Now that people have heard and read about Stay Interviews, and the HR world is buzzing about them, the question we get is - how do we get started with Stay Interviews?
Lucky for you we have invited the predominant Stay Interview expert and best-selling SHRM author, Dick Finnegan, back to show you how. Based upon his book, The Power of Stay Interviews (the best-selling book in SHRM history) you will learn the inside secrets being used by strategic HR departments to easily setup successful Stay Interview programs that are creating dramatic retention results.
For the first time ever, Dick Finnegan will be sharing in a public webinar the “how-to” of Stay Interviews. This webinar will provide a quick start plan for the structure, strategies and the systems you need to easily start your own Stay Interview program today! We will also share successful case studies on how others are using Stay Interviews to cut turnover, and reveal helpful tips for managers from Dick’s upcoming book.
In this content-packed webinar, you will learn:
1. The 5 best questions to ask in a Stay Interview
2. How to setup a successful Stay Plan
3. Easy ways to forecast and measure retention improvement
4. Tips for teaching managers how to become Stay Interview masters
Don’t miss this limited opportunity to learn the structure and strategy behind successful Stay Interviews with Dick Finnegan. After the webinar, Dick will be taking your live questions to help get you started.
Plus! Win a chance for a free Stay Interview manager training for your company!
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
How to Develop a Successful Hiring ProcessBambooHR
Join a free webinar with expert panelists from BambooHR, Glassdoor, SmartRecruiters, and Prezi as they discuss the best methods and strategies to improve your hiring process.
Join our panel of experts from BizLibrary and BambooHR as they have an open conversation about what it’s been like to lead organizations of all shapes and sizes during a global pandemic. We’ll be discussing their greatest successes and biggest learning lessons. Because we all know leading among uncertainty is not easy, but with the right attitude, organizations and leaders can come out of this stronger than ever.
Countering Talent-Acquisition Tunnel Vision with Efficient Candidate and Empl...BambooHR
Does your organization have talent-acquisition tunnel vision? With everything that goes on during the hiring process, it’s easy to lose sight of how long-term factors influence your overall recruiting efforts. Current employees, prior candidates, and your organization’s leadership all have a part to play in hiring success. Before you tweak a job posting for the twentieth time, it’s worth your time to step back and get the bigger picture of what attracts candidates to your organization.
Join JD Conway of BambooHR, Mike Bailen of Lever, and Adam Steinharter of SurveyMonkey as they review the paths they’ve taken to gather feedback and optimize their hiring processes.
Mind The Gap - Managing Today's Multi-Generational WorkforceBambooHR
How can organizations adapt to today’s multi-generational workforce? Learn how to recruit, manage, and retain employees of all ages in this free webinar.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBambooHR
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94 percent of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
Roadmap to Diverse & Inclusive Hiring in 2021BambooHR
Join HR experts from DoorDash, Checkr, Criteria Corp, and Greenhouse for insights on how to expand diversity and inclusion in your organization’s hiring and training.
How to Create a Culture of Feedback (and Why You Should)BambooHR
While doing an annual employee review is great, once-a-year feedback is not enough. According to a 2019 study by Gallup, employees are 2.7 times more likely to be engaged in their jobs and 3 times more likely to do "outstanding" work when when they receive regular, weekly feedback. Your employees want to hear from their managers! But how do you get managers into the habit of giving regular feedback?
Join Jack Altman from Lattice and Liz Weber from Weber Business Services as they teach you how to create a culture of feedback at your organization and show you why a culture of feedback is so essential.
Giving and Receiving Feedback: A New ImperativeTechWell
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables. Omar Bermudez explains several techniques—Giving Positive Feedback, Acid Reflux (when you get that sick feeling), and SARA (Surprise, Anger, Rationalization, Acceptance)—that allow people to give and receive honest feedback to promote incremental improvements. Omar explains how to give accurate feedback to and receive the same from senior team members or direct superiors, a skill critical to career advancement. To increase self-esteem, happiness index, and your power to influence, Omar teaches you how to present feedback to your peers, your boss, or other colleagues in a diplomatic and efficient way. Take away key insights into how to create a healthy organizational culture with clear and constructive feedback.
Hypergrowth and beyond: How to navigate hiring during rapid expansion while s...LinkedIn Talent Solutions
Glen Evans, Slack
Glen Evans discusses how to he has helped two leading tech company successfully recruit and hire in-demand talent, while implementing a recruiting system that has enabled each company to transition from a reactive recruiting model to a proactive model. Glen will share strategies, best practices, and lessons learned in a conversational format.
Key highlights:
How to fill hiring immediate needs, while developing a strategy to accurately forecast growth, build a talent pipeline, as well as the internal infrastructure required to support rapid growth.
How to build internal relationships, identify champions, secure budget, and properly communicate strategy.
How to scale your company’s hiring efforts, while ensuring a first class candidate experience.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
Strategies to recruit & retain a multigenerational workforceBambooHR
Following over a year of turmoil, people from every generation are rethinking what work really means to them, and many are even calling it quits. What does that mean for your hiring efforts, and how can you adapt your recruiting strategies to meet the needs of a large, multigenerational candidate pool?
Developing Your Talent Acquisition StrategyBambooHR
It can be intimidating for small businesses to approach talent acquisition in today’s competitive job market. But whether you’re trying to hire employee #50 or employee #500, your organization needs to communicate three important points to your prospective employees: who you are, what you want to accomplish, and why they should work for you.
Join expert panelists from BambooHR, GoodHire and TextRecruit as they discuss how to refine your talent acquisition strategy as an essential part of improving your organization’s overall employee experience.
Creating Culture: How to Develop an Intentional Company CultureBambooHR
Company culture is a lot more than just a buzzword. Your organization’s culture is both the values you set for your organization and how those values actually play out in employees’ interactions with each other.
The best cultures create happy, engaged employees, and according to a study from the Social Market Foundation, those happy, engaged employees boost productivity by 20 percent. But with the ever-changing workforce, how to create a company culture that fosters growth and loyalty in your employees doesn’t always have a simple answer. Join us as we discuss how we've created intentional company cultures that bring out the best in our employees.
Do you work hard for great hires only to have them leave after a few months? This presentation shares some of the important areas of onboarding a new hire to get them engaged from day one. These important onboarding milestones will prepare your new hire for success and a longer life with your company.
Be Open: Performance Management Keys for Employee RetentionBambooHR
Join panelists from BambooHR, PayScale, and SurveyMonkey as they discuss the details of performance management practices that have made their retention efforts successful.
How Hybrid Work Impacts the Employee ExperienceBambooHR
Join BambooHR and VerifiedFirst for a session on how the hybrid workforce model impacts the employee experience and how your organization can use this time to improve employee satisfaction.
Give More Feedback to Enhance ProductivityHilary Potts
High performing teams are feedback-rich environments. Unfortunately, in many organizations, employees want feedback from their managers, but say they don’t receive enough of it. Here are tips to provide more positive and constructive feedback to your colleagues.
Last year in one of our most popular webinars ever, we revealed "The Stay Interview Secret". Now that people have heard and read about Stay Interviews, and the HR world is buzzing about them, the question we get is - how do we get started with Stay Interviews?
Lucky for you we have invited the predominant Stay Interview expert and best-selling SHRM author, Dick Finnegan, back to show you how. Based upon his book, The Power of Stay Interviews (the best-selling book in SHRM history) you will learn the inside secrets being used by strategic HR departments to easily setup successful Stay Interview programs that are creating dramatic retention results.
For the first time ever, Dick Finnegan will be sharing in a public webinar the “how-to” of Stay Interviews. This webinar will provide a quick start plan for the structure, strategies and the systems you need to easily start your own Stay Interview program today! We will also share successful case studies on how others are using Stay Interviews to cut turnover, and reveal helpful tips for managers from Dick’s upcoming book.
In this content-packed webinar, you will learn:
1. The 5 best questions to ask in a Stay Interview
2. How to setup a successful Stay Plan
3. Easy ways to forecast and measure retention improvement
4. Tips for teaching managers how to become Stay Interview masters
Don’t miss this limited opportunity to learn the structure and strategy behind successful Stay Interviews with Dick Finnegan. After the webinar, Dick will be taking your live questions to help get you started.
Plus! Win a chance for a free Stay Interview manager training for your company!
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
5 Questions to Ask Your Manager During Your Next Employee Performance ReviewLucas Group
You might be expecting your manager to have a well-organized employee performance review ready for your upcoming meeting, complete with constructive feedback and a detailed plan for your year ahead. If you receive such a review, congratulations! You will be among the few who experience this level of rewarding and effective performance evaluation. However, it’s been my experience that that’s not typically the case. Truth be told, your quarterly or annual review might make your boss pretty uncomfortable to the point where he or she really just wants to get it over with. Whether this is the case with your manager or not, it’s a good idea to be prepared with the following five questions. These questions will help guide the conversation, identify the areas you’d like to grow professionally and define the benchmarks and achievements required to secure your next raise and/or promotion.
Taking the Pain Out of Performance ReviewsBizLibrary
When it comes to employee relations and labor/management conflicts, it's often difficult to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this program, BizLibrary's Jeremy Lieb, director of recruiting, and Erin Boettge, content manager, will provide actionable steps to improve the performance appraisal processes at your organization and empower you to implement a new program or change an existing one.
During this program, you'll get easy-to-understand insights on:
The role of performance management.
Why we do performance reviews.
Key strategies for effective performance management.
And much more.
Performance Reviews: 5 Keys to Really Make them About PerformanceBizLibrary
In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree.
One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this webinar, you'll learn:
The role of performance management.
Why we do performance reviews.
Key strategies for effective performance management.
Continuous learning and development.
Becoming a great recruiter takes persistence, strategy and the passion to connect organizations with the right candidates. If you have the will to succeed coupled with the right tools, you can start aggressively honing your recruiting skills starting today. Try incorporating these seven habits into your day-to-day functions to improve your actions and produce great results.
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
Five tools for managing leadership talent: 1. Measure 2. Find 3. Engage 4. Develop and 5. Move. Practical tips from talent management at blue chip companies
HTR (Hire-Train-Retain) is a E-Magazine for HR Management people to counter certain hiring mistakes and improve their recruitment process and many other HR Activities like payroll management, Time and Attendance, Annoyi
EO Accelerator San Francisco Presentation 13 Jun 2016 RESULTS.com
Business Execution for RESULTS - Lessons learned from working with thousands of SMB clients
Stephen Lynch is the Head of Strategy and Consulting at RESULTS.com. He is a “Kiwi” (New Zealander) living in San Francisco.
RESULTS.com’s software gives them unique and privileged insights into the day to day operations of thousands of small-medium sized growth firms. We see what really works and what doesn’t in terms of strategy execution, goal setting, tracking performance, running effective meetings, engaging employees and holding them accountable.
To save you from spending several lifetimes trying to figure it all out for yourself, you can access these powerful (and often counter intuitive) insights in this presentation.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
Recruiting & On-Boarding: Like Peanut Butter and Jelly - Anna HalbrooksRecruitDC
Lessons learned from building out the recruiting and onboarding functions for local start-ups and the importance of connecting the two to create a seamless experience for employees to launch them to achieve their full potential
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4. Employees ask two questions:
Can I do this job? Do I want to do this job?
Employee Empowerment Employee Engagement
1 2
predictiveindex.combamboohr.com
5. Employee Empowerment
When employers ensure that employees have
all the skills, resources, and connections needed
to accomplish their job duties.
predictiveindex.combamboohr.com
10. Teams that are engaged are:
More Productive
More Profitable
More Innovative
Why We Care
predictiveindex.combamboohr.com
Less likely to leave the company
Less likely to have quality incidents
Less likely to have safety incidents
13. predictiveindex.combamboohr.com
In the U.S., the composite
engagement rate is 71%.
Annual Employee Engagement Report 2019
www.predictiveindex.com/engagement2019
2019 Employee Engagement Report
14. People feel more satisfied with their jobs and their co-workers
and less satisfied with their managers and their organizations.
2019 Employee Engagement Report
Annual Employee Engagement Report 2019 | www.predictiveindex.com/engagement2019
predictiveindex.combamboohr.com
15. 2019 Employee Engagement Report
9 of the top 10 drivers
of turnover pertain to
the organization.
Annual Employee Engagement Report 2019
www.predictiveindex.com/engagement2019
predictiveindex.combamboohr.com
17. Conducting an engagement survey
1. Commit to taking action on the results
2. Plan ahead on the communication plan
3. Conduct the survey
4. Analyze the results
5. Communicate the outcomes and next steps
6. Take action
7. Diagnose
predictiveindex.combamboohr.com
18. Yes Not Now No
Help employees feel heard
predictiveindex.combamboohr.com
19. Communicate at the Right Level
predictiveindex.combamboohr.com
● Issues to address during onboarding
● Issues for managers to resolve on an individual basis
during conversations
● Issues to address with specific departments
● Issues to resolve with a company-wide announcement
21. Collect data with exit interviews.
● Why are you leaving?
● If you were to be offered the job again, what
changes would have made it a fit?
● Get feedback on their whole tenure.
predictiveindex.combamboohr.com
22. BURNED OUT EXCELLING
TOXIC UNINSPIRED
Unempowered Empowered
DisengagedEngaged
predictiveindex.combamboohr.com
23. predictiveindex.combamboohr.com
Candidate Experience Evaluation
● Sourcing Reports
○ Post & Pray vs. Targeted Sourcing
● Pre-boarding
○ eSignatures sent in advance
○ Icebreaker survey
● First Day Optimization
○ Orientation
○ New hire checklist
○ Team lunch
● Extended Onboarding
● New Hire Survey
25. predictiveindex.combamboohr.com
Performance Management
● Regular informal feedback from managers and coworkers
● Monthly one-on-one meetings between manager and employee
● Regular follow-up on employee goals
● Employee self-evaluations and peer feedback every six months
26. Managers account for 70 percent of
variance in employee engagement levels.
predictiveindex.combamboohr.com
27. 58 percent of managers reported
receiving no management training.
predictiveindex.combamboohr.com
28.
29. Checkpoints for existing employees
● Annual compensation review
● Regular career pathing conversations
● Stay interviews
predictiveindex.combamboohr.com
30. ● What are your professional goals for the next six months?
● What job tasks do you enjoy the least?
● What job tasks do you enjoy the most?
● Do you feel that your job tasks are using all of your talents
and skills effectively?
Career Trajectory Questions
predictiveindex.combamboohr.com
31. ● What are the strongest motivators that make you want to come to work
every morning?
● What are some of the things that make you not want to come to work?
● What do you appreciate most about our workplace/team?
● What are the biggest things that prevent you from getting your work
done?
Career Trajectory Questions
predictiveindex.combamboohr.com
32. ● Do you understand why we use our practices and processes
in the workplace?
● What would you change about our practices and processes?
● If you moved to a new position, what would it be?
Career Trajectory Questions
predictiveindex.combamboohr.com
33.
34. ● Identifying the cause of turnover starts with analyzing
employee data
● Targeted hiring, performance management, and high-level
strategy all play a part in employee engagement
● Employees need to be heard, empowered, and engaged
Key Takeaways
predictiveindex.combamboohr.com
35. Questions?
Receive a free job posting on our ATS and full HRIS for one week.
We will contact everyone within the next few days to set this up.
Try our job assessment to make your next hire the right hire.
https://go1.predictiveindex.com/request-job-assessment-demo
SHELLY:
We're excited to be partnering with the Predictive Index on today’s webinar - Employee Retention Strategies: Data-Based Checkpoints for Turnover Management.
We have some really great content for you today, but before we get to know our presenters a little more, we have a few housekeeping items to cover.
First off, we’re happy you’re joining us today! Please feel free to submit questions throughout the webinar using the chat feature on the interface. We will have a Q&A session at the end of the webinar, time permitting, and will address as many questions as we can.
Also, we will be sending out a copy of the slide deck and a recording of the webinar to all registrants within three business days, so check your inbox for that. Make sure to also check your spam folder if you don’t see it hit your inbox as some filters move our emails there.
Lastly, this webinar does qualify for 1 hour of SHRM credit. If you attend for at least 50 minutes of today’s panel, you’ll automatically receive that certification information within the next three business days. Our system tracks your time automatically, so you shouldn’t need to worry about tracking your time.
JD and KRISTEN to intro themselves: (Kristen starts)
JD Conway - Head of Talent Acquisition at BambooHR
JD has over a decade of experience in talent acquisition acting as both a third-party recruiter for boutique technical recruiting firms and as an in-house technical recruiter. His work includes managing talent acquisition teams in high-growth SaaS companies and servicing Fortune 500 clients for the world’s largest recruiting corporation. From organizational health and development to recruitment marketing and employer branding, JD has used his expertise to change the very way companies structure and view the functions of talent acquisition.
For those of you not familiar, BambooHR is an all-in-one HR software designed to streamline how small-to-medium sized organizations collect, maintain, and use people data & analytics. People are at the heart of everything we do and this extends to every step of the employee lifecycle. So, in addition to tracking your people data and helping you make sense of that data, BambooHR includes solutions for hiring, onboarding, compensation, and most importantly for our conversation today, culture.
Kristen Robertson - People Operations Manager at The Predictive Index
Kristen is the People Operations Manager at The Predictive Index. She leads a team of talent optimizers that are responsible for collecting people data and taking action so that current and prospective employees can have the best experience at work. Kristen also works cross-functionally with managers on performance management programs and ensures that everyone has sufficient growth opportunities.
JD:
Have you ever been in an exit interview that you never saw coming?
Someone who seemed solid and dependable, someone who was doing great work?
It’s at these points that you wonder what happened and try to find out where your organization went wrong.
But by this point, there’s little you can do to encourage employees to stay. Why?
Because the circumstances that led to this decision happened over time. Small changes in direction made the employee’s path branch out further and further from your organization.
Today, we’re going to go through the employee journey and find ways to recognize the points where your organization can make the biggest difference in encouraging employees to stay.
These points range from beginning to end, from the hiring process all the way through the exit interview.
Because there are so many possible exit points, it’s important to use data to differentiate the signal from the noise, as Charles Wheelan put it in his book.
Using data helps you recognize the difference between turnover from a bad hire and turnover because good hires are having a poor experience.
While these decisions can be complicated taken all together, from the beginning to end, employees are asking themselves two simple questions:
JD:
How they answer these questions determines their next steps.
These questions pair with two essential concepts in HR: Employee empowerment and employee engagement.
And just so we’re not leaving viewers in the dark and talking lingo, we’re going to define these terms as we go along:
**More on delineation
JD:
This is when employers ensure that employees have all of the skills, resources, and connections needed to accomplish their job duties.
This doesn’t mean that you have to have perfect candidates, an unlimited budget, and perfect managers that can do anything.
Hiring vs. Training for skills
Soft skills vs. hard skills
But you do need to have the skills, resources, and structure to accomplish your organization’s specific mission and vision.
JD:
Mission: the reason your organization exists (aside from normal daily operations).
Are you a non-profit that serves single mothers in the chicago area?
Are you a hedge fund with the goal of maximizing returns for your investors?
Are you a software developer dedicated to creating better places to work through core HR software and unparalleled service? Or maybe you’re a talent optimization platform that empowers business leaders to align your people to your business strategy? In case you were wondering, those were the mission statements for BambooHR and Predictive Index.
After establishing your mission, you can develop a vision:
JD:
Vision: Where you want to go.
This is a result: become the #1 recommended HR software for SMBs. Reduce childhood hunger in the metro area by 10% annually.
JD:
And one more: Values: This is how your organization achieves your vision.
Off the top of your head, you can probably think of organizations that exemplify greed, philanthropy, innovation, support, customer service, or any number of other principles.
Whether or not these organizations listed them explicitly as values, their actions have shown what they value.
Defining your ideal mission, vision, and values is the first step to developing empowered employees. These guideposts help your organization and your employees discover what needs to change to align their performance with the results you’re after.
This perspective helps shift the ideal situation from finding perfection in the moment to finding the right path for everyone to progress. Or as we say in one of BambooHR’s values, to grow from good to great.
The other half of the equation is employee engagement.
KRISTEN:
Employee Engagement: The emotional commitment to the company and its goals. It’s the shorthand for determining whether you’re getting the most out of your hires. When you have engaged people, you’re teams are more productive, profitable and innovative.
KRISTEN:
When you have engaged people, you’re teams are more productive, profitable and innovative. When your employees are more engaged, you have a higher likelihood of having a workforce that exhibits discretionary effort, or the effort given above and beyond just getting the job done. The more your employees are engaged at work, the easier it’s going to be for them to want to get out of bed in the morning and contribute each day. It’s a win-win.
KRISTEN:
Job, people, managers and organization are the four leading indicators as to why someone might LEAVE your org. You can measure engagement in relation to 4 categories: their job, other people at work, their manager and leadership, and the organization as a whole, which includes the company culture. When someone feels disconnected to one of these four categories, it makes total engagement, or again, the commitment to an organization, very difficult.
KRISTEN:
Engagement vs satisfaction: Engagement measures whether you’re hiring the right people for the organization and giving them the right opportunities and challenges in their work to be more productive. It’s a long-term feeling (3-6 months) that gets people actively thinking about their goals in the job/organization and working towards them.
Satisfaction is more of short-term feeling. An organization may offer an employee a job, benefits, culture etc., that they are happy with in the moment, but it doesn’t necessarily motivate people to perform to the best of their ability.
We recently conducted a survey of 3000 employees across multiple industries to narrow down the biggest drivers of engagement and turnover. Some key findings:
KRISTEN:
The composite engagement rate in the US is 71%
KRISTEN:
People are more satisfied with their jobs and coworkers than their managers and organizations
Again, satisfaction is more of the short-term feeling
**JD - We tend to look for swift “band-aids” in HR to increase engagement, when really we’re applying short-term actions to solve long-term problems
KRISTEN:
Yet, 9 out of the 10 top engagement drivers involve the company and its senior leaders (#1 being “I believe my organization has an outstanding future)
This includes: faith in and personal alignment with the organization’s mission and leadership
Growth and learning opportunities for employees
Positive culture
Transparency and communication
But it’s important to remember the point of any efforts to evaluate engagement is not just to determine if it’s good or bad.
KRISTEN:
The results are neon signs that tell you if you are headed in the right direction, and what areas you need to work on. The point of engagement surveys is to take action. The action may be creating a change initiative, but it can also point to more people data that you SHOULD be collecting or digging into. For example, your engagement survey could point to dissatisfaction with benefits. Your follow up activity might then be to review your benefits package and get qualitative feedback from existing and exiting employees on what aspects of the benefits package wasn’t fulfilling employees’ expectations.
What other people data do I need to collect?
What changes need to be made?
Are these problems specific to a certain group, or is it widespread
KRISTEN:
Conducting an engagement survey:
Make sure you’re committed to taking action because there’s no better way to lose your people’s trust than to conduct a survey and then do nothing about the results.
Get buy-in from senior leadership by letting them know that this is one of the few ways for the company leaders to learn about what’s really happening in the organization. Engagement creates productivity, which leads to results.
Leadership can also help set the tone of trust across the organization that the company cares about the survey results and will act on them if provided honest feedback.
Taking action here doesn’t have to be large, sweeping changes. Something as simple as communicating the survey findings and letting people know that you’re digging deeper into the data can help make employees feel heard.
Create a communication plan:
How will you communicate to employees about the survey and encourage them to take it/trust the organization?
How/When will the results be communicated? Who will communicate the results?
How will the action plan be announced and implemented so that it has the impact that it’s meant to? (There’s nothing less effective than making a change and not telling anyone about it)
Conduct the survey
Determine what questions to ask, or not ask (i.e. things you won’t act on, vague questions, things that make employees too identifiable)
Take a look at your organization and ask yourself “what data points might be related to engagement, satisfaction, performance management?”
Again, instill trust with employees by communicating that this is an action-oriented initiative and that they won’t be punished for their feedback.
Analyze the results, look for themes, and take action
If there are many areas where you didn’t score well, take it piece by piece and start with one initiative.
The action, again, might be that you need to collect more data about a particular topic. This could be in the form of having candid conversations with employees throughout the organization for feedback, or putting it as a data point to make sure to collect for the future. A good talent function comes up with informed hypotheses and goes back to test them against qualitative feedback.
Communicate the action plan to employees and what next steps you will take or they need to take.
Loop back to this engagement driver in the next engagement survey and see if the dial has moved.
JD:
Sometimes the only action that needs to happen is additional communication to clear up misunderstandings or provide reasoning.
But it can be just as important to make sure that employees understand the difference between “Yes” “No” and “not now”, especially when dealing with benefits and culture.
Example: asking for a change in the PTO policy: employees want it now
Organization might not have the budget
The immediate action will be to introduce it to the leadership conversation
Then leadership can review information with all the knowledge not available to every employee.
These apply to decisions on benefits, hiring, everything down to putting spoons in the break room.
Having strong tie-ins to your values helps make this communication easier
Why no spoons in the break room? We’re doing the right thing for the oceans and doing the right thing for our building maintenance budget.
JD:
Not every decision needs a company-wide announcement. Part of this conversation should decide whether to
address the issue during onboarding,
Train managers to resolve the issue on an individual basis as employees come to them,
Meet with departments who have specific concerns
Make a company-wide announcement
How you choose to communicate these decisions should help employees see the link between leadership decisions and the organization’s values.
Trans: How you communicate will also help employees understand aligned in the long-term with the company.
KRISTEN:
You have to differentiate between healthy vs unhealthy turnover (and voluntary vs involuntary turnover)- an employee may have a great experience at the company and just need to look outside of the company because that’s the next step in their career path. Though there can still be pain and messiness around the exit and having to fill the position, it’s a very different kind of turnover than someone who leave due to disengagement/dissatisfaction or inability to perform in the job.
Turnover is a great place to get objective data on why people leave. Are people leaving because of an issue of skill or will? (aka do they not have the skill for the job (which points to a problem in the hiring process), or are they able to do the job, but won’t (which may point to problems in management, or the team dynamics)? Use your turnover as an opportunity to gather more data to make sure you’re not consistently losing good people for the same reasons
KRISTEN:
Ask consistent questions
Make sure you’re asking questions you’re willing to act on. Listen for whether the feedback is specific to their experience, or something that multiple people have mentioned. Use this feedback to either take action, or get more data through subsequent surveys. Above all else: ask questions that will help determine the WHY: why is this person willing to leave the organization? Why are they looking for another opportunity? What could we have done to prevent this from happening if it was an unexpected separation? Ask questions around the four engagement factors: job, people, manager and org, to help determine if these employee’s departures are connected to a larger engagement issue.
JD:
As you review the contents of your exit interviews, you’ll start to notice patterns in exiting employees’ performance and engagement levels.
Four quadrants of turnover - Engaged/Competent (Empowered?) matrix
Engaged/Empowered - the star employee, one who has the will to do the work and the structural support/buy-in to accomplish it. They rev the engines, their managers point them where to go, and they get going.
Engaged/Unempowered - the underutilized employee, the one who would go further and lead from where they are with more support.
These employees exist in spite of their circumstances, the martyrs that are willing to stomach poor management due to other parts of the work that keep them engaged
Over time, it becomes a battle of whether the factors that engage are enough to overcome the sources of their disengagement.
A good example: Teachers
40% of American teachers leave the teaching profession within five years after feeling the effects of long hours, little sleep, and near-constant criticism from administrators, parents, and students alike.
Of nearly 7,000 teachers who completed the Teacher Burnout Assessment Tool on notwaitingforsuperman.org, 38% reported regular headaches and stomach pains. heart palpitations, chest pain, dizziness, and shortness of breath.
And to top it off, teachers in many areas have to contend with low salaries.
Disengaged/Empowered - the reluctant employee in a competent leadership structure. This employee follows instructions and does the bare minimum to keep their salary/benefits, but doesn’t work on stretching or growing.
Gallup labeled these employees as “not engaged” in their annual global engagement surveys, and they’re consistently the largest group of employees.
These employees are highly vulnerable to competing offers
Disengaged/Unempowered - These are the toxic employees who not only can’t do the job, but won’t do the job. Ideally, managing your hiring and performance can limit the number of employees who end up in this category.
Easy it is to slide quadrants -
JD:
Now that you’ve evaluated some of what’s contributing to your turnover, you can go back through the employee life cycle and analyze the checkpoints to see where these issues start popping up. Let’s start with hiring.
Indicators that hiring is the problem:
Multiple employees with short tenure
Additional point from JD
Sourcing Reports
Post & Pray vs. Targeted Sourcing
Pre-boarding
eSignatures Sent in Advance
First Day Optimization
Orientation
New Hire Checklist
Team Lunch
Extended Onboarding
New Hire Survey
Retention numbers (BHR Case Study)
Trans: Now it’s time to really start tracking performance and setting expectations
KRISTEN:
Onboarding lasts 90+ days
Check in with their performance, their experience and their goals
Make sure the manager and the employee are 100% on the same page. Goals and expectations are clearly defined...helps create more trust in the relationship
JD:
BHR case - This regular attention to employee performance does double duty:
It helps empower employees with the resources they need to do their jobs
And it helps engage employees by showing the organization is invested in their performance.
After you set the pattern during onboarding, it’s important to continue it with regular performance management conversations.
JD:
Here are a couple of unsettling facts:
Research from Gallup has shown that managers account for 70% of the variance in employee engagement in the organization, whether for good or ill.
JD:
But a study by CareerBuilder.com shows that 58 percent of managers said they didn’t receive any management training.
How many managers in your organization are promoted based on tenure or ability in their everyday work?
Using management as a form of recognition works well if the manager in question has the needed skills or the capacity to develop them.
Without developing these skills or receiving direction from leadership, managers are left on their own to figure out what it means to be a manager.
Results can range from the soul-sucking micromanager to the laissez-faire loner to the permissive weakling who fears confrontation, with a few natural leaders mixed in.
If your organization is going to have consistent performance management across teams and departments, then you need a structure. developing a structure for performance management doesn’t just make managers’ jobs easier.
A structure also helps them deliver regular performance management that advances your organization toward its mission and vision while upholding your values.
JD:
This is one of the main reasons BambooHR developed a performance management module alongside our core HR software.
We recognized the difference that software made in the lives of busy HR managers when they had a central location to store people data without relying on spreadsheets, email chains, and crowded inboxes.
Making this change in their process gave them back time, and that gave them space for more effective efforts.
Managers can see the same benefit with the data they need to be concerned about: their employee performance notes.
The point of a performance meeting shouldn’t be to excuse or defend behavior, but to solve issues in real time so employees can learn and grow.
Trans: And there are particular checkpoints that we need to have on a regular basis.
KRISTEN:
It’s important to continuously keep your ear to the ground for feedback. Purpose of a stay interview is to determine an employee’s satisfaction and engagement, mostly as it relates to their job, but other areas of opportunity could come up during a stay interview. One could ask questions such as:
What’s something you absolutely love about your current job?
What’s something you wish you could change about your job?
Do you feel any of your talents/strengths aren’t currently being utilized?
Is there anything that would make you want to leave your job/org?
JD:
We have a few recommended questions for these career path interviews.
These questions help determine if your employee feels like they have an opportunity to do what they do best, every day:
What are your professional goals for the next six months?
What job tasks do you enjoy the least?
What job tasks do you enjoy the most?
Do you feel that your job tasks are using all of your talents and skills effectively?
JD:
These questions help determine their collaboration skills:
What are the strongest motivators that make you want to come to work every morning?
What are some of the things that make you not want to come to work?
What do you appreciate most about our workplace/team?
What are the biggest things that prevent you from getting your work done?
JD:
These questions help determine if an employee believes in the company’s mission:
Do you understand why we use our practices and processes in the workplace?
What would you change about our practices and processes?
If you moved to a new position, what would it be?
Tracking the answers to these questions and reviewing them during one-on-ones can help reassure employees that their long-term trajectory is on the right path while reassuring managers and leadership that the organization is putting employees’ skills to their best use.
(Read Questions)
JD:
Employees need to know that their organization-level concerns are heard just as well as their immediate concerns.One tool to help with this process is what we call an employee Net Promoter Score, or eNPS an eNPS survey consists of two simple questions. The first is a straightforward rating system:
On a scale of 1-10, how much would you recommend (your organization) as a place to work?
This question lets you divide employees into three groups:
promoters who gave you a 9 or 10,
neutrals who gave you between 6 and 8, and
detractors who gave you a lower score than 6 (equivalent to an F on your company report card).
After processing these results, the survey gives a free-form field that encourages promoters to write what they like about their workplace, and neutrals and detractors to write what would make their workplace better.
When kept anonymous, this survey data can get unfiltered feedback about manager performance or other blind spots that employees may be too kind or awkward to bring up directly.
Trans: And this is one of the final, necessary steps to have gather comprehensive data, distill that same data, and give you action checkpoints that you should be building into your day to day.
SHARED:
Identifying turnover causes starts with analyzing employee data
Targeted hiring, performance management, and high-level strategy all play a part in employee engagement
Employees need to be heard, empowered, and engaged
You can’t keep every employee. But as you make your organization a great place to work, you can help your employees grow from good to great. And as you do, your organization will follow suit.
SHELLY:
Thank you again for joining us for today’s webinar - we hope you’ve been able to get some great takeaways that you can start implementing in your organization to improve your recruiting and retention. If you enjoyed today’s webinar, check out our content library for more great webinars!
As a reminder, we’ll be sending out the recording and slide deck from today’s webinar to all registrants within the next three business days, so be watching your inbox and spam folder for that. We’ll also automatically send out SHRM credit to anyone who attended for at least 50 minutes today.
SHELLY:
We want to give a big shout out to our partner The Predictive Index - thanks for teaming up with us on today’s webinar and for sharing your insights and best practices.
Please make sure to reach out to our presenters on LinkedIn - they’d love to connect with you. And follow BambooHR and The Predictive Index on social media. We both regularly deliver great content that can help elevate your teams and organizations and would love to see you at our next webinar.