"It's US"- Unique Selling Points of retention was a presentation done by me on September 16th, 2017 @ Hotel IRIS. Fun session. Do feel free to connect. @AllThingsTalent #chaostheorydefined

1. “It’s Us”
The Employee Retention Story

2. “We Love Stats”
Even the most engaged companies are
70% ENGAGED 30 %
NOT ENGAGED
More than 50% are
“ENDANGERED”
11
%
from last year in the number of
employees who strongly feel
connected to their colleagues
Associates feel that org. is
Does Not have a Strong PMS
system
27 %
Less Than
30%
receiving
recognition
from their
supervisor in
the last two
weeks.
50 %
Are Clear
about their
Goals
25 %
ONLY
Feel there
org. is
Transparent
79
%
Associates feel that org. is
not doing anything about
Team Building
No Promotions
Career Development ?
Not Engaged
Bad Managers
No feedback
No Opportunity.
Average attrition
Better Alternatives
26%
ONLY employees
felt valued at
their
workplace

3. More Stats
16%
Limited growth
opportunity
13%
Supervisor
support
12%
Compensation
9%
Supervisor
lacks skills
11%
Job
enrichment
6%
Workhours
5%
Unavoidable
Reasons
4%
Supervisor
Relation
4%
Favouritsm
4%
No Rewards
8%No Rewards
17%Limited Career
Growth
12 %
Compensation
8%Work
Hours
18%
Supervisor
Support &
Credibility
More than 70% of high-retention-risk employees say they have to leave their organization to advance
their careers
Only 35% of employees said they'd look for a new job if they do not receive a pay raise in the next year.
93% of millennials say they left their employer the last time they changedroles.
44% of employees say they would considertaking a job with a different companyfor a raise of 10% or
less Provided the role is interesting
Employees who are 'engaged and thriving' are 59% less likely to look for a job with a
different organization in the next 12 months.
Employee happinessis 23.3% more correlated to connectionswith co-workersthan direct
supervisors.
45 percent of workers say they were dissatisfied with the advancement opportunitiesat
their current company.
37% had a poor opinion of their boss and his/her performance.
Top 5 Reasons for HIPO attrition
Top 10 Reasons
Attrition Reasons

4. The Changing Paradigm
“Money”
“Growth”
“Flexibility”
“Supervisor support”
“Mentor”
“Recognition”
“Autonomy”
“Role”
“Innovation”
“Entrepreneurship”
“Money”
“Money”
“Money”
Key Retention Strategies and Best Practices
Recruit Right
Socialize Right
Train and develop
Compensate
Supervision.
Employee
engagement.
Generic Strategy Targeted Strategies
Start Stop Continue
Focus Group
Engage HIPO’s
Broad- Based Strategies
Retention research
Benchmarking surveys
Planning to Win
Do You Have a Retention Plan
Have you
identified why,
how and whom
you lose
Do I retain all ?
Is my retention a
cause of attrition?
Can I Retain
Proactively?
Is money my only
alternative ?
Can I avoid a
Chain reaction ?
What if the
associate leaves?
Where is My back
up?
It is important to have a Pro-Active and not a
reactive retention plan….This is what employers
are doing
Gen X Millennials

5. “Innovate Don’t Endanger” “Balance Work” & life will
automatically balance
Provide Avenue’s Social Change
Career Paths Reverse Mentoring Do the Dough Promote Diversity
AVOID COPY PASTE
Help Create IPR and Patents
Give time to “Innovate”
Marshal Projects for thinker
and executers
Give technical Assistance
Intel Labs,
US
Help to ignite passion
beyond work
Give flexibility to
work from Home
It is the task and
not the time
3 M
Challenge and stimulate
CFT, Global projects,
Cutting edge technology
Research options,
Advanced education &
Innovation labs
Samsung,
Korea
Option to shine Beyond
work.
Observe how they perform
when they are beyond the
realms of the office
confines
Tata’s
Define Career Path &
Communicate
Tell expectation for role
Define career Trajectory
Develop skills
Can I mentor a senior on things
that they might not be equipped
Social media, Internet,
technology
Philips
Incentivize new idea’s
Give flexibility to design
Compensation
Performance Bonus
HUL
Women Intensive Program
Diversity hiring
Hiring from underprivileged

6. “Culture”
“Employee Retained” “Revenue” “Experience”
“Stability”
“Cost”
Paul Jacob
Human Capital- Organization Development
#chaostheorydefined (LinkedIN)
Public Domain