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Retaining & Motivating Employees

Why Retention Matters

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Costs: 1½ - 2 times salary & benefits  Staffing costs – costs to hire  Vacancy costs – lost productivity  Training costs – to prepare new employee  “Acting” pay Loss of knowledge Work not done, priorities not met Impact on colleagues
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Obstacles to Retention
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Competition for the tech savvy, interpersonally skilled Declining supply of library & information science professionals More choices for both degreed and nondegreed personnel Low compensation Retirements Freezes
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Population Decline 3.5% 1.5% 2.0% 1.5% 0.0% 1975 1980 1985 1990 1995 2000 2005 2010 2015 4 .0% 0.0% 2.

Mutuality of Purpose Free agents Flexibility to meet diverse needs Work/life considerations 5 .The Changed Employer-Employee Relationship      The “contract” is broken Life Long Employment vs.

Why do you stay? .Think about yourself and your staff….

Why Employees Stay         A feeling of connection Feeling valued Personal and professional growth Continuous learning Making a difference Good management Can’t afford to leave Fair pay and benefits 7 .

the “other paycheck” Work environment A three legged stool! 8 .Compensation is More than a Salary    Salary Benefits .

Retention Begins with Orientation 9 .

Orientation      Relationship begins before the hire Employees value a personal connection Accommodate different learning styles Make it interactive and fun Complete paperwork and procedural “stuff” in advance 10 .

invite to orientation Match new employees with friends and services.Orientation Beyond the Workplace     Offer dual career assistance Include family in the equation. new neighbors. Help with relocation 11 . etc. teenage babysitters.

Assimilation    Provide a buddy/ mentoring Create & reward best practices Develop expectations for management 12 .

90. food New employee party at work site Formal follow-up at 30. computer. workspace ready on day one Welcome card Balloons. 60.Welcome!      Desk. 120 days 13 .

Keys to Retaining Top Talent .

Job Satisfaction & Retention 15 .

1. Increase Opportunity Challenge  Interesting projects  Responsibility  Team leadership  Special assignments  Promotion  16 .

Opportunities for Employee Development        Internal recruitment Support for education Job rotation/cross training Task forces. project assignments Academies of learning Career ladders Mobility among libraries 17 .

Cultivating Excellence        Individual development plans Coaching/mentoring Performance management with real feedback and coaching 360 feedback Accelerated advancement/steps Co-manager opportunities Shared staff opportunities 18 .

Decrease Stress      Identify stressors Distribute work evenly Eliminate red tape Manage interruptions Promote and model stress-reducing activities 19 .2.

elder care.Work/Life Balance       Define work in terms of what is to be accomplished Provide flexible work schedules Evaluate alternative work places and telecommuting Appreciate dilemma of child care. multiple individual roles “Allow” voluntary demotions Appreciate diversity of personal values and priorities 20 .

Provide Leadership Build trust  Commit to helping others succeed  Offer motivation  Seek excellence  Take action  21 .3.

Emphasize Work Standards      Focus on taking pride Link performance to customer satisfaction Develop customer service and quality measures collaboratively Be very clear on expectations Celebrate achievements 22 .4.

Provide Fair Rewards  Employees want fair rewards for the work they do.5. based on:  Skill  Responsibilities  Effort  Working conditions  Communicate  Reward for top performance 23 .

fitness Discount coupons – cleaning services. discounts – zoo.Convenience/Concierge Services        Dry cleaner pick-up Supermarket / Carry-out delivery Financial planning Passes. lawn care Wellness. manicures. museum Classes on-site – educational. health screening 24 .

and direction setting 25 .6. goals. Allow Adequate Authority   Empower employees to act Encourage employee input to decisions.

Retaining Talented Workers as They Near Retirement      Phased retirement Re-hiring as part-timers or consultants Temp work Training/mentoring assignment Sabbatical 26 .

But people will never forget how you made them feel.Recognizing Employees “People will forget what you said. People will forget what you did.” Anonymous .

Recognition      Enhances performance Helps motivate Provides practical feedback Makes it easier to get the work done Improves productivity 28 .

Coworkers Recognize Colleagues      Dedication Achievement Character Service “Can do”attitude     Respect Cooperation Helpfulness Flexibility 29 .

Supervisors Recognize Staff      Handling an emergency or difficult situation Filling in on another job Completing a special task Consistently presenting a positive attitude that inspires Giving time & assistance to an area or staff person outside dept. or responsibility 30 .

More Formal Rewards     Customer Service Award Spirit Award Service Awards Retirements 31 .

Developing a Recognition Program Focus on the areas that have the most impact  Involve employees  Announce the program with fanfare  Publicly track progress Have lots of winners  Allow flexibility of rewards  Renew the program as needed  Link informal and formal rewards  32 .

Getting Started Start in your own sphere  Do just one thing differently  Focus on what you CAN do  Don’t expect perfection  33 .

recognize good performance (formal or informal) Accountability .Building Commitment      Focus .people support most what they help to create Development – encourage opportunities for learning and growth Gratitude .employees know what they need to do and what is expected of them Involvement .employees are responsible for their performance and lack thereof 34 .

online  Town hall meetings  Meetings with senior management Not one size fits all! Target to individual needs 35 .Fine-Tuning Retention Strategies     Analyze turnover .address any problems Do exit interviews and USE the data Survey incumbents  Paper/pencil.

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THANK YOU! 37 .