Retention of talents, how to spot signs and symptoms of unhappy employee, tips to retain your human capital (the good one, of course..:)

1. RETENTION AND
RETENTION STRATEGIES
By Stella Sim
PreparedforSEAVirtual LeadershipForum

2. RETENTION
Critical to long termhealth and success of the business
•Ensures customersatisfaction
•Product sales
•Satisfied co-workers & reporting staff
•Effective succession planning
•Deeply embedded organization knowledge & learning

3. Why Talents WalkOut
the Door…..

4. Top Exit Reasons
• Limited communication & openness with Superiors
• Limited opportunities foradvancement/careergrowth
• Internal pay inequity between new & longerserving staff
• Heavy workload with no worklife balance
• Limited recognition forjob well done
• Unattractive Benefits Program
• Poorteamwork

5. Signs That An Employee Is Planning
to Leave
• Significantly increased lackof focus
• Radical change in attitude
• Less involvement with informal activities
• Markedly less interest in "going the extra mile"
• Increased time off

6. Signs That An Employee Is Planning
to Leave
• Taking more calls with the doorclosed orout of the
office/building
• Being less committed ordependable than usual
• Spending excessive time with clients orcolleagues out of
the office
• Removing personal items from the office

7. RETENTION
STRATEGIES
Selection
The right person, in the right seat, on the right bus is the starting point
Retain
Keep a close eye & earon the ground
Development
Mould them(especially the high potentials)
Compensation
Competitive total package

8. RETENTION
STRATEGIES
Recognition
Reward, recognize and appreciate
Communication
Regularclarification of goals & expectations
Team Dynamics
RegularTeam Bonding
Manage underperformers
Shape up orShip Out

9. RETENTION
STRATEGIES
Empowerment
Delegate authority to capable teammembers
Robust systems & processes
Ensure practical & business efficient processes
Equip employees forsuccess
Provide adequate resources, bandwidth, guidance

10. ROUNDUP

11. Retention Tactics/Tips
• Select the right people
• Set expectations – Clarify Goals, roles & responsibilities
• Ensure competitive total value proposition
• Linkrewards to performance
• Recognize and celebrate success
• Demonstrate respect & fairness to employees at all times

12. Retention Tactics/Tips
• Regularperformance feedback
• Make workfun with regularbonding sessions
• Enable employees to balance workand life
• Involve employees in decisions that affect theirjobs
• Provide opportunities fordevelopment
• Provide regularcoaching sessions
• Remove roadblocks

13. THANKYOU!