1. Making a positive impact on employee engagement at every stage of the employment cycle

2. What is engagement? Engagement is the process of leading people by enabling them to want to do whatever is necessary to ensure the continuous high performance and success of the organization. Scarlett Surveys International

3. 3. Actively Disengaged: employees aren’t just unhappy at work: they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish. The Three Types of Employees 1. Engaged: Employees work with passion and feel a profound connection to their company. They drive innovation and move the organization forward. 2. Non Engaged: Employees are essentially “checked out.” They’re sleepwalking through their workday, putting time—but not energy or passion—into their work.

6. Supervisors are …when it comes to employee

7. Reasons Employees Leave Voluntary… Retirement Promotion Life change Involuntary Dismissal for cause Layoff Non-renewal

8. Involuntary Separation Use discretion Treat the employee with dignity If terminated for cause – Work with HR and IT to ensure security of property and information – Arrange time for employee to collect personal items

9. Voluntary Separations Encourage employee to meet with HR for exit interview Arrange an appropriate send-off event

10. Suggestions for Good Practice Refer to the “Change in Employment Status Checklist” Communicate within the department and other key constituents

11. Preparing for Turnover: Succession Planning What is it? Preparation…not pre-selection Ongoing…not one-time Forward-looking…not focused on present “Don’t be irreplaceable. If you can’t be replaced, you can’t be promoted.” -- Unknown

12. Preparing for Turnover: Succession Planning How does it work? Identify critical functions in the department Identify employees that could learn other duties – Who is interested in advancement? – What are the existing competencies? Formalize the development plan Provide training and mentoring

13. Preparing for Turnover: Succession Planning Why bother? Reduces stress caused by turnover – not a crisis Maintains level of productivity and service quality Enhances employee morale