The document discusses retention and focuses on retaining employees. It includes a panel discussion on retention challenges, reasons employees stay or leave, and retention targets. The presentation suggests retention requires a strategic approach that considers performance, succession, recruiting, benefits, compensation, training and career paths. It emphasizes the importance of culture and the relationship between managers and employees. Experts provide advice such as measuring and publicly posting retention data, focusing on culture, recruitment, and daily inspiration.

1. HR Series
Managing and Retaining

2. About Ben Eubanks

3. Agenda
Retention
● Panel
● Presentation
● Q&A

4. Panel Discussion
● Tell me about a time you wanted to retain someone but couldn't. What
happened?
● Should organizations do regular “stay” interviews (meetings designed to
uncover why someone stays with an organization, akin to exit interviews)?
Why or why not?
● What can exit interviews tell us about retention/turnover?
● What should our target be as far as retention goes? Is 100% reasonable?
If yes, why? If no, why not?
● What does the average employee tenure say about your company’s
retention efforts?
● What is the best way we can approach retention strategically? By focusing
heavily on the relationship between manager and employee, by focusing
on a culture that makes people want to stay, or something else?

5. Before We Begin...

6. Status Check

7. Today

8. The Numbers
1. Build a strategy
(14%)
2. Communicate with
critical talent
3. Focus on a high-performing
culture
Source: Brandon Hall Group

9. It’s Bigger Than Retention
● Performance: are you losing top performers?
● Succession: are you losing key players?
● Recruiting: what does retention say about
your recruiting/selection process?
● Benefits: is this driving retention or
contributing to turnover?

10. It’s Bigger Than Retention
● Compensation: is the comp strategy tied in
with retention expectations?
● Training: are you offering developmental
opportunities to the right people, and more
importantly, do they matter?
● Career paths: are you building career paths
to help retain employees?

11. It’s Bigger Than Retention
● Risk management:
“An astounding 59% of employees that were laid off or fired
last year admitted to stealing data from employers. Among
the data taken were employee records (35%), financial
information (16%), and customer information (39%).
And get this: 79% of them admitted that their former
employers didn’t allow that sort of information to be taken
off-site…”

12. Talent Management Malpractice
There is a major disconnect with regard to how managers
understand retention. According to the research, 89% of
managers believe employees leave/stay for money;
however, surveys show 80-90% of employees leave for
reasons not related to pay (job fit, manager, culture, work
environment, etc.)
Source: 7 Hidden Reason Employees Leave

13. Discussion Time
What is one thing your company/managers do that
contributes to retention?
What is one thing your company/managers do that
contributes to turnover?
What defines an engaged employee at your org?

14. Ask the Experts

15. Tim Sackett
1. Fire the manager with lowest retention
2. Measure, but post publicly
3. Fire your worst performers
4. Have leadership talk about it often
5. “Save Strategy” (CEO discussion)

16. Chris Ferdinandi
1. Ignore retention
2. Recruit well
3. Inspire daily

17. Robin Schooling
1. You have to look at the type/reasons
2. Who owns retention?
3. The underlying strategy matters (bank
example)

18. Dave Ryan
1. The Jack Welch “Rank and Yank”
Strategy
2. Do you need “A Players?” No, do you
really?
3. Paradox: the longer people stay the
better we feel the hire was, but the
more it hurts when they leave as well

19. Heather Vogel
1. Focus on the social-emotional
connection
2. Development opportunities linking to
mission
3. Use social to recruit fits

20. Laura Schroeder
1. Are you retaining or detaining?
2. How does “detaining” affect
performance?
3. What’s a good example of detaining?

21. Keith McIlvane
1. Leverage manager reviews
2. Focus on culture: if they enjoy it, they
will stay

22. Technology
Google Forms
Nobscot
Halogen Software
Ultimate Software Retention Predictor

23. Things We Didn’t Even Cover!
• Motivation
• Incentives
• The power of feedback
• Employee engagement
• Other…

24. Additional Resources
Employee Retention eBook
Employee Engagement eBook
7 Hidden Reasons Employees Leave

25. Wrapping Up
?

26. Let’s Connect!
● Twitter: @beneubanks
● LinkedIn: linkedin.com/in/beneubanks
● Email: ben@upstarthr.com
● Free eBooks on HR departments of one,
engagement, onboarding, retention, and
more: upstarthr.com/freebies