1. June 2010Developed by Agency Human Resource Services, DHRM1 Retention Focus Group Example of retention focus group questions, results, and recommendations to minimize future turnover

2. June 2010Developed by Agency Human Resource Services, DHRM2 Current Situation –Turnover among technical roles has increased. –Reasons range from personal reasons (e.g., move closer to family) to better offer (e.g., more stable company/industry, more money). –Many are leaving this industry and going to various industries including federal government, utilities, private sector manufacturing, and global conglomerates. –Impact of the turnover: Increasing number of replacement requisitions and increasing need to recruit for candidates –$25k - $40k on average for recruiting and related expenses Increased workload on remaining employees –Recruiting challenges: Unfavorable organization image in news & press Housing market challenges Poor economy

3. June 2010Developed by Agency Human Resource Services, DHRM3 Trends Trend points to increasing turnover in both populations. Turnover by Role FY 2008 Turnover FY08 vs. FY07 Turnover by Role FY 2007

4. June 2010Developed by Agency Human Resource Services, DHRM4 Focus Groups –25 Tech Role employees randomly selected to participate –Selection Criteria: Employed for at least 1 year Contributor or higher performance rating Excluded employees on active disciplinary action –Anonymity key focus –4 focus groups conducted over 2 weeks – 64% participation rate Session 1: 5 participants Session 2: 5 participants Session 3: 4 participants Session 4: 2 participants

5. June 2010Developed by Agency Human Resource Services, DHRM5 Focus Group Demographics (Invitees) Level# 91 104 119 126 134 141 Tenure (local) # 1-3 years16 4-8 years8 9+ years1 Position Type # AA15 BB5 CC5 Area # A2 B2 C1 D5 E6 F1 G2 H2

6. June 2010Developed by Agency Human Resource Services, DHRM6 Focus Group Questions Key Questions: 1.What factors made you want to join Organization X? 2.What factors have contributed to your staying at Organization X? 3.What factors would encourage you to leave Organization X? 4.What do you need from Organization X (organization, manager, other) to continue to stay?

7. June 2010Developed by Agency Human Resource Services, DHRM7 Key Themes from Focus Groups What factors made you want to join Organization X? –Geography/location –Start-up opportunities – viewed as long-term stability and challenging new technologies –People – good fit, diverse, personable –Overall pay and benefits –Development opportunities What factors have contributed to your staying at Organization X? –Geography/location –New technologies – keeps challenged –Other opportunities are not available –Co-workers – sense of camaraderie, teamwork –Overall pay and benefits

8. June 2010Developed by Agency Human Resource Services, DHRM8 Key Themes from Focus Groups What factors would encourage you to leave Organization X? –Instability Continued economic issues Internal outlook continues to diminish Constant internal changes (e.g., reorganizations) continue –Leadership Priority misalignment continues Constant changes continue Lack of direction or clear vision Do not understand our jobs Inconsistency in approach and lack of discipline in execution –Under-resourcing Capital, people, and systems –Industry and/or job market improvements

9. June 2010Developed by Agency Human Resource Services, DHRM9 Key Themes from Focus Groups What do you need from Company X to continue to stay? –Leadership Functional, not dysfunctional Fewer changes (e.g., organization structure) Ask for and listen to feedback Honest and timely communications Priority setting and alignment Clear vision and plan to get there Escalation support Development –Improved systems

10. June 2010Developed by Agency Human Resource Services, DHRM10 Recommendations to leadership – Some Ideas 1.Use this information and share with your teams. 2.Key priorities Identified with a plan of action (the how) Communicated to your teams (every day) Understand where the conflicts are and find some alignment at the Leadership level – don’t leave all resolution to your employees 3.Meetings Consider adjusting your meeting schedule to build in “team time” Include regular, smaller communication opportunities (not just the larger Communications meetings) 4. Your ideas????