2. Finding and Retaining Talent
Jeff Smith, CEO

3. Retention and Re-recruiting Superstars!

4. March Unemployment Rate
 War for Talent
March Unemployment Rate
March
Unemployment Rate
United States
Virginia
3.8%
2.9%

5. Job Increase!
+196,000 in March 2019

6. What does this mean for you?
Ghosting jobs and interviews
Sign on bonus
Counter offers
Dis-engagement
Only 32% Engaged (Gallup)
Creating a bench

7. You have great purpose—reconnect with it!
“We are human beings, not human do-ers”

8. MOTIVATED AND ENGAGED Associate Motivation Associate Engagement 4
How I Grow
Guidance
Feedback
Development
Growth
Associate Motivation
Associate Engagement 3
How I Contribute
Influence
Ownership
Say
Pride
Value
Relationships
2 How I Feel
Encouragement
Praise
Recognition
Opportunity
Caring
Consequences
Understanding 1
How I work
Expectations
Goals
Tools

9. The Retention Toolkit Feedback Recognition Caring
“Retained” employees want and need consistent honest feedback about how they are doing
Recognition
Ignoring star performers paves the way for them to be recognized by another employer
Caring
“Retained” employees feel a real sense of integrity from their reporting relationship

10. Create 1:1 Space to Build Trust
Nothing replaces meaningful interaction with the leader
1. Recurring 1:1 meetings (30 min is typical) 2. Assignments / Work-load Balance 3. Tools / Systems 4. Developmental Plans / Training
5. Feedback for the Leader
6. Recognition / Coaching / Feedback for Staff
7. Other Satisfiers / Dissatisfiers
8. Continuous Improvement / Innovation

11. Recognition as a Retention Strategy
Don’t delay on starting to recognize top performers and keep it simple and just do it.
Avoid the “Blissful Ignorance”
- Ask staff, “what should we be doing differently”?
Practice Re-Recruiting
– How would we treat them as if we wanted to join your Team today?

12. Putting It Into Practice
What are you trying to accomplish?
Grow your workforce?
Retain your workforce?
Develop your workforce?
Here are some lessons learned.
Feedback. Recognition. Caring.
1:1’s , recognition. Talking to people. Tell tehm what you want repeated.
But how?
Leadership- talent/art or learned skill? Charisma and extraversion are talents. These things do not make a great leader.
In this 4 year engagement we have been through all of these aims.
Company successes: workforce triples in size. Revenue increases 160%

13. Recruiting 101 Step 1 Current employees are your best ambassadors!
What’s your culture? How do you treat them?
Step 2 Have an Onboarding Program. Day day plan.
Step 3 Identify talent needs. Succession Planning / 9 Box Tool.
Step 4 Create a hiring plan. Decide who to hire when.
Step 5 End well!
How you terminate and end employee relationships matters.

14. To Sum It Up The workforce wants: Your time. Your effort.
Your investment.
Your integrity.
They can tell if you really care or are blowing smoke.
They want alignment between your company’s stated values and
your behaviors toward your workforce.
Do you treat your employees like your best customer?

15. Problem:
“My Staff Does Just Enough to Get By”

16. Solutions: Ways to Engage Employees
How do I work?
How do I feel?
How do I contribute?
How do I grow?
What is special about your company?
Engage the whole person and not just the worker
Say what you mean, mean what you say
What are you letting people get by with?
Have fun!

17. Problem:
Too many: “I’m Entitled” workers in my company

18. Solutions: Highlight key behaviors Reinforce your core values
Show them the gap between their behaviors
Take on your complainers--institute the “No Complaining Rule”
Ask them what they need to be successful
Get the right people on the bus

19. Problem:
Too many staff are saying “that’s not my job” everyday

20. Solutions: CEO--committed, engaged owners Turn your managers into CEOs
Customer Intimacy
Be direct-Ask them what their job is? Highlight the gaps that the employee might be missing
Follow the action and keep score
Provide a stake in the outcome--owners vs. renters

21. Problem:
Mixing Boomers, Gen. X-er’s and Millennial’s in one place

22. http://www. pewresearch

23. Solutions: Use different management styles
Be more flexible; Less black and white
Involve each person in their development
Leverage the strengths of each generation
How to match the generations more effectively
Understand the clash points

24. Superstars—but no place to promote them
Problem:
Superstars—but no place to promote them

25. Solutions: Recognition Stretch assignments Be your delegate
Grow outside of work-volunteer
Open communication about status
Re-recruit
If they need to leave, celebrate them

26. What 1-3 Tips Do You Want to Work on?
Share with a partner? Who can hold you accountable? How will you measure if you are successful?