How to Reduce Turnover in 180 Days
Download as PPT, PDF1 like382 views
The document discusses the importance of benchmarking jobs to enhance performance and reduce turnover, emphasizing that positions require measurable attributes over individual variables. It outlines steps for effective benchmarking, including defining job descriptions, identifying stakeholders, and prioritizing accountabilities. Successful case studies indicate significant cost savings and performance improvements resulting from proper benchmarking practices.
How to Reduce Turnover in 180 Days
- 1. Benchmarking Your Position Charles W. Coker, PhD, SPHR
- 2. Why Benchmark a Job? Top performers in another company could end up being only average in your company. Are you working with “A”, “B”, or “C” teams? Personality Contest? Mastery of skills not needed for superior job performance could be included as requirements for biased people. Positions today require more of the “intangibles” for performance.
- 3. Why Benchmark a Job? Position is not as complex as an individual. Individuals have more variables than a job. Position can be measured more easily. We can define specifically how the job SHOULD be done.
- 4. The Power of Benchmarking America’s largest prepaid cell phone call center reduced their turnover 70% in 180 days. Savings: $595,000! Regional Lumber – Hardware distribution company reduced their turnover 53% in 12 months. Savings: $485,000!
- 5. The Power of Benchmarking Improved call center productivity reducing hold time 65%. Reduced staffing by 15%. Annual Savings: $285,000! Improved revenues through higher performance of personnel by 31%. Increased Production: $2,912,000!
- 6. Session #1 Preparation for position Benchmarking
- 7. Benchmarking a Job Step #1 Define the position with a concise job description Responsibilities Tasks Education Abilities
- 8. Benchmarking a Job Step #2 Identify Stakeholders and Subject Matter Experts Review the job description Define the accuracy Make any changes appropriate
- 9. Benchmarking a Job Step #3 Define the Key Accountabilities Each SME writes 3 reasons why the job exists. (No tasks please!) Make sure it is a concise statement that defines a specific and measurable outcome the job must achieve. Categorize the reasons Develop a statement that covers each category
- 10. Benchmarking a Job Step #4 Prioritize and Quantify Key Accountabilities (make sure each accountability is measurable) Rank in order of performance necessary. Prioritize them from 1 – 5 with 1 as highest priority. These priorities should consume 80% (32 hours) of the work week. Identify how many hours per week each key accountability demands.
- 11. Benchmarking a Job Step # 5 Respond to the TriMetrix Job Report Questionnaire on line. 92 Attribute questions 24 Reward/Culture questions 14 Behavioral questions Respond in this fashion: “If the job could talk, what would it say about itself?”
- 12. Session #2 Review of position Benchmarking & Setting the Benchmark
- 13. Setting The Benchmark Step #1 Multi-Respondent Job Plus Report Attributes Rewards Culture Behaviors
- 14. Setting The Benchmark Step #2 Subject Matter Experts discuss results Attributes Determine realistic score Rewards Culture Determine realistic score Behavior Determine realistic score
- 15. Setting The Benchmark Step #3 Finalize TriMetrix Job Report Determine ranges for hiring. Determine training needs for process improvement.