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How Do You Keep em… If You Dont Know What They Want! 2008 PCCYFS Annual Spring Conference Tom Dondore, SPHR HRS/TND Associates, Inc.

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Presentation on theme: "How Do You Keep em… If You Dont Know What They Want! 2008 PCCYFS Annual Spring Conference Tom Dondore, SPHR HRS/TND Associates, Inc."— Presentation transcript:

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2 How Do You Keep em… If You Dont Know What They Want! 2008 PCCYFS Annual Spring Conference Tom Dondore, SPHR HRS/TND Associates, Inc.

3 Retention Retention = the ability to keep and maintain the employment of skilled and valuable workers; often in periods of short labor supply and in highly competitive employment markets

4 Keys to Successful Retention Keeping a workplace environment of greater interest to workers than any other Discovering what makes the workplace interesting to your workers Maintaining interest of workers over changing times and situations Delivering a workplace of choice

5 About Turnover Reversing the turnover trend results in high retention and stronger continuums of productivity ??? = How do you know if you are delivering this stuff?

6 What is Satisfaction? ??? - How do you know if you are delivering this stuff? …and how do you know if it is what workers really want?

7 Traditional Tools for Determining Worker Needs 1 on 1 Interviews with Existing Workers Exit Interviews Group Forums with Existing Workers Focus Groups Questionnaires to terminated workers Scuttlebutt

8 1 on 1 Interviews with Existing Workers The Pros Instant feedback Horses mouth advantage Timely The Cons Fear of face to face Concern about motives Concern about repercussions Saying what you want to hear

9 Exit Interviews The Pros Predetermined, directed questions An Old Standard - tried and true The Cons Responses are from people who LEAVE! No stake in helping to improve things Possible ax-grinding Retaliation No-lose situation

10 Group Forums with Existing Workers The Pros Time efficient Multiple responses Confidence of a group environment Opportunity for discussions The Cons Group think Fear of speaking up The Nobodys Business syndrome Ganging up One person overpowers the forum

11 Focus Groups The Pros Effective, directed system Structured inquiry Easy to report and create action plans The Cons Same as previous group process Little opportunity for free thinking Structure leads to telling what employer wants to hear

12 Questionnaires to terminated workers The Pros The No skin off my teeth response Carefully Structured Simple administration The Cons What do they really care? Response is likely to contain personal gripes Might get answers from Home

13 Scuttlebutt The Pros DUH!!!!!!!!!!!!None! The Cons See The Pros

14 What Method Can Really Work?

15 The Employee Opinion Survey A carefully and custom structured instrument, administered to existing employees, soliciting graded answers to questions crafted to define those things that matter most to employees

16 The Employee Opinion Survey 2 Topic oriented - multiple questions grouped into meaningful topics Demographic breakdowns Existing employees Completely anonymous Recurring administrations over time Honesty stems from confidentiality

17 The Employee Opinion Survey 3 Provides for scaled responses so intensity of opinion is measured First administration provides benchmark, subsequent ones show changes and maturity ALL employees are counted! Very time and cost efficient Aids in strategy development

18 Relevant Topics Company Benefits Job Content Management People orientation Monetary issues Training and Career Development Company Action Bias Bureaucracy

19 Relevant Topics 2 ExcitementInnovation Job Security MotivationTechnology Work Pressure Autonomy Interpersonal Harmony

20 Remember the Satisfiers?

21 Using Demographics Age Educational Level Job Classification Location or work site Proximity to Work DepartmentRace Salary or wage Seniority or Length of Service SexShift Work Status (FT or PT)

22 But, Surveys are Hard To Do! Easy steps to construction Well worth the quality of the data Very timely Employees LOVE them A strategic tool Great for soliciting feedback Not expensive

23 Steps to Creating a Survey Needs Analysis Survey Design Development of Questionnaire Questionnaire Review Instrument Pre-test (optional) Assurance of confidentiality Administration of Questionnaire

24 Steps to Creating a Survey 2 Analyze the data Written interpretive reports Presentation of Results Share Results with employees Solicit employee feedback Create Retention Action Plans Execute Retention Plans/Strategy

25 Surveys Ideal For Retention Quantitative AND Qualitative Demographics High Honesty Factor Benchmark and repetition Multi-dimensional data Full employee input Promotes Communication Compartmentable

26 Your Questions??? How Do You Keep em… If You Dont Know What They Want! Tom Dondore, SPHR HRS/TND Associates, Inc. our interactive website at our interactive website at


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