Focus: Reducing employee turnover by bridging generational gaps and enhancing managerial effectiveness
Series Overview
Purpose: Strategies to attract and retain top talent
Acronym: MAGNET
M: Management Effectiveness
A: Attraction and Recruiting
G: Guidance upon Entry
N: New Staffing Models
E: Empowered Retention Champions
T: Trust through Transparency
Today's Focus: Empowered Retention Champions
Core Elements: Creativity, Culture, and Trust
Common Issues (Blame Game):
Senior Leaders: Frustration with turnover costs
HR: Overloaded with tasks, pointing fingers at management
Management: Lack of training and tools, overwhelmed workload
Diagnosing Retention Problems
Understand the Problem: Identify why employees are quitting
Avoid Assumptions: Misconceptions about external reasons
Example: Cement trucking company with retention issues due to lack of staff meetings, outdated equipment, poor management practices
Steps to Address Retention Issues
Ask Questions: Identify low-hanging fruit, long-term initiatives, and things that can't be done
Survey Methods: Employee surveys (anonymous or signed), staff councils, town halls, and stay interviews
Building Trust: Honest, open communication and feedback
Creating a Retention Specialist Role
Responsibilities:
Create a retention task force
Determine reasons for leaving and staying
Revamp onboarding and training
Develop retention initiatives and incentives
Identify new advancement opportunities
Empower employee brand in the community
Justification: Addressing the root causes of retention issues, improving organizational culture
Executive Conversation Strategies
Collect Data: Use real examples and stories
Timing: Assess the political climate
Make Business Case: Explain the impact of turnover and propose solutions
Practical Tips
Fix-It Fridays: Dedicated time to proactively address issues
MAGNET Strategies: Review and implement management effectiveness, attraction and recruiting, guidance upon entry, new staffing models, empowered champions, and trust through transparency
Q&A Highlights
Retention Task Force Composition: Vertical slice of the team, various disciplines, seniority levels
Frequency of Meetings: Best practice is monthly
Selling the Idea to Senior Leadership: Present data, evaluate timing, make a compelling business case
Additional Resources
Workforce Retention Bootcamp: Upcoming online course for managers
Books by Rita Miller: Available on Amazon
Further Content: Webinars, YouTube, LinkedIn, Twitter
Next Webinar
Topic: Trust through Transparency
Date: May 13th
Conclusion
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