Why Retention is an Outcome — But Not the End Goal — of Employee Engagement
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Transcript of Why Retention is an Outcome — But Not the End Goal — of Employee Engagement
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Frequently Asked Ques6ons
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Sarah Sipek Associate Workforce magazine
Why Reten6on is an Outcome — But Not the End Goal — of Employee
Engagement
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Lindsay Witcher Director of prac9ce strategy RiseSmart
Why Reten6on is an Outcome — But Not the End Goal — of Employee
Engagement
Kaila Prins Content marke9ng manager RiseSmart
Confiden9al © 2016 RiseSmart, Inc. 9
Why Reten9on is an Outcome — But Not the End Goal — of Employee Engagement
February 24, 2016
Confiden9al © 2016 RiseSmart, Inc. 10
Tweet With Us
Join the conversation on Twitter with #SMARTTALKHR
@risesmart
Confiden9al © 2016 RiseSmart, Inc. 11
• We are the na9on’s fastest-‐growing outplacement firm and a Randstad company.
• We strengthen employer brands, improve reten9on, and re-‐engage talent.
• Our contemporary approach to outplacement combines personalized services from trained professionals with unmatched technology delivered through a convenient, cloud-‐based plaVorm.
Innova6on People Technology
Exclusively endorsed by the American Hospital Association
Confiden9al © 2016 RiseSmart, Inc. 12
Meet your Co-‐Presenter
Kaila Prins, HCS Content Marke9ng Manager
Confiden9al © 2016 RiseSmart, Inc. 13
The gap between expecta6on and reality
Confiden9al © 2016 RiseSmart, Inc. 14
Employee Reten6on is…
“the ability of an organization to retain its employees….However, many consider employee
retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this
sense, retention becomes the strategies rather than the outcome.”
Confiden9al © 2016 RiseSmart, Inc. 15
Employee Reten6on is…
STRATEGY OUTCOME
Confiden9al © 2016 RiseSmart, Inc. 16
Employee Engagement is…
“the property of the relationship between an organization and its employees. An ‘engaged
employee“’ is one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and
interests.”
Confiden9al © 2016 RiseSmart, Inc. 17
Engagement ≠ Reten6on (at least, not always)
1. People don’t stay at their jobs…even when they like their jobs.
Confiden9al © 2016 RiseSmart, Inc. 18
11.7
Confiden9al © 2016 RiseSmart, Inc. 19
The average number of jobs that a person born between 1957 and 1964 will hold over the course of
their careers.
11.7
Confiden9al © 2016 RiseSmart, Inc. 20
11.7
Confiden9al © 2016 RiseSmart, Inc. 21
http://go.risesmart.com/Infographic-2015-year-in-review.html
Confiden9al © 2016 RiseSmart, Inc. 22
http://go.risesmart.com/Infographic-2015-year-in-review.html
Confiden9al © 2016 RiseSmart, Inc. 23
Employee Reten6on is…
STRATEGY
Confiden9al © 2016 RiseSmart, Inc. 24
Employee Engagement is…
“the property of the relationship between an organization and its employees. An ‘engaged
employee“’ is one who is fully absorbed by and
enthusiastic about their work and so takes positive action to further the organization's reputation and
interests.”
Confiden9al © 2016 RiseSmart, Inc. 25
Engagement ≠ Reten6on (at least, not always)
1. People don’t stay at their jobs…even when they like their jobs.
2. Employee engagement can con6nue—even a)er the employee has le) the organiza4on.
Confiden9al © 2016 RiseSmart, Inc. 26
Confiden9al © 2016 RiseSmart, Inc. 27
A New Defini6on for Reten6on
Employees are employees for life, before, during, and a\er they are a part of your organiza6on. Make full-‐lifecycle reten6on possible through proac6ve employee engagement.
Confiden9al © 2016 RiseSmart, Inc. 28
Meet your Presenter
Lindsay Witcher Director of Prac9ce Strategy
Confiden9al © 2016 RiseSmart, Inc. 29
Coaching to Boost Engagement
1. Why Coaching?
2. Ac9ve Listening
3. Coaching Ques9ons
4. Direct Communica9on
Confiden9al © 2016 RiseSmart, Inc. 30
Why Coaching?
Confiden9al © 2016 RiseSmart, Inc. 31
Why Coaching?
70% 80% 72% 51% Improved Work Performance
Improved Self- Confidence
Improved Communication Skills
Improved Team Effectiveness
Confiden9al © 2016 RiseSmart, Inc. 32
#1 Ac6ve Listening
The biggest communica9on problem is that we don’t listen to understand, we listen to reply.
-‐Stephen Covey
Confiden9al © 2016 RiseSmart, Inc. 33
What I am hearing you say is ………
Confiden9al © 2016 RiseSmart, Inc. 34
#2 Coaching Ques6ons
Don’t just talk at your employees – engage them in meaningful conversa9ons
Confiden9al © 2016 RiseSmart, Inc. 35
Coaching Ques6ons
• InsighVul Ques9ons can be used to shic perspec9ve and to lead conversa9ons
• Ask ques9ons that reflect communica9on style (visual, auditory, kinesthe9c) – Marcia Bench
• Focus on learning, growth and career development
Confiden9al © 2016 RiseSmart, Inc. 36
Ask the right ques6ons
Focus on “What” ques9ons first Instead of: Why do you think the presenta9on went badly?
Try: What happened during the presenta6on
that made you feel uneasy?
Confiden9al © 2016 RiseSmart, Inc. 37
Asking the Right Ques6ons
“How” ques9ons are about strategy Instead of: Why do you want to do that project? Try:
How will you go about execu6ng that project? How will you accomplish this goal?
Confiden9al © 2016 RiseSmart, Inc. 38
#3 Communicate Directly and Clearly and Listen!
Confiden9al © 2016 RiseSmart, Inc. 39
What is Direct Communica6on?
• Is clear, ar9culate and direct in sharing and providing feedback.
• Listening is equally important
Confiden9al © 2016 RiseSmart, Inc. 40
Direct Communica6on
“Great job reaching out to the ABC department this week. It sounds like you were able to share your project plans effec9vely.” “Next 9me, it may work to follow up with a specific request for a lead role in the ABC project.” “Your desire to expand your skill set and prepare yourself for a management posi9on is a great goal. Would you like to work on ways to build the right connec9ons in the organiza9on to gain those skills you need?”
Confiden9al © 2016 RiseSmart, Inc. 41
U9lizing coaching skills including insighVul ques9ons and direct communica9on can help keep your employees
engaged now and in the future!
Confiden9al © 2016 RiseSmart, Inc. 42
Bonus 6p
Offer Outplacement – Consider the whole journey
• Benefits to “staying” employees • Alumni • Alumni referrals • Boomerang employees • Future customers and vendors
Confiden9al © 2016 RiseSmart, Inc. 43
Key takeaways
1. Rethink reten9on as a strategy not an outcome
2. Use Coaching to keep your employees engaged throughout the
employee lifecycle
Confiden9al © 2016 RiseSmart, Inc. 44
Ques6ons/Answers
Lindsay Witcher Director of Prac9ce Strategy
Kaila Prins, HCS Content Marke9ng Manager
Confiden9al © 2016 RiseSmart, Inc. 45
Learn More
• Future #SmartTalkHR webinar or visit www.risesmart.com/webinars
• Ques9ons – [email protected]
Confiden9al © 2016 RiseSmart, Inc. 46
#SmartTalkHR
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