Retaining
- 1. The New Manager ConferenceRETAINING EMPLOYEESclipartguide.com
- 2. INTRODUCTIONHOLLY DAYJoined the company in 2000 in the Human Resources department
- 3. Previous experience includes employment at Revenue Canada, AECL, and The Department of National Defence.
- 4. Future goals include fulfilling her career by helping the management teams of Necessities navigate the ins and outs of Human Resources.alberta.inetgiant.ca
- 5. INTRODUCTIONSBarry CadeBeen with the company since 2005 working in the training department
- 6. Previous experience with training for Outdoor Education Program at Algonquin College from 2001-2005
- 7. Committed to making “Necessities, The Outdoor Store” #1 in the outdoor, adventure and enjoyment categoryopintoluotsi.fi
- 8. INTRODUCTIONSCHRIS CROSSTHE CRAZY ADDITION TO THE ENTHUSIASIC TECHNICAL SUPPORT TEAM IN 2005.
- 9. PREVIOUS TECHNICAL SUPPORT FOR SUCH PLACES AS ROGERS AND XBOX LIVE.
- 10. WANTS TO TAKE NECESSITIES INTO THE NEXT CENTURY WITH THE MOST UP-TO-DATE COMPUTER ADVANCES!YA DON’T SAY???TURN TO YOUR NEIGHBOUR, MAKE A STATEMENT YOU WOULD MAKE TO AN EMPLOYEE THAT WOULD MAKE THEM FEEL WELCOME, PART OF THE TEAM, OR WHAT A GREAT JOB THEY ARE DOINGCHANGE PLACES AND FULL-FILL THE OTHER SIDE OF THE ROLE.WHAT ROLE WAS EASIEST? MOST EFFECTIVE?
- 11. EFFECTIVE FEEDBACKKeeping talent must be a main focusRespectful working environmentProvide tools to do their jobFair market payManagers must provide high standards, clear directions
- 12. BEST PRACTICESSHARING BEST PRACTICES OF EFFECTIVE FEEDBACKresearchrockstar.com
- 13. TIME FOR A BREAK!! SEE YOU AT 3:10
- 14. THE COST TO RECRUIT AGAIN!!Average cost to recruit is $7488/personLoss in productivityIncreases stress in existing employeesMoraleDirect costsAdvertisingTemporary staffReduced productivityMoney spent to review resumes, interview new candidates
- 15. BEST PRACTICESSHARING BEST PRACTICES OF EFFECTIVE FEEDBACK BETWEEN 1ST YEAR & 2ND YEARNEW MANAGERS PLEASE SHARE ANY EXPERIENCES ALSO!researchrockstar.com
- 16. RETAINIG EMPLOYEESThank you for attending. All the best in your future with Necessities
- 17. ReferencesArticles base. Brill, Pat. Aug 31, 2008. Retrieved from; http://www.articlesbase.com/business-articles/retaining-the-new-employee-542921.html The recruiter lounge. Aug 5, 2010 .It costs how much to replace an employee? Retrieved from http://www.therecruiterslounge.com/2010/08/05/it-costs-how-much-to-replace-an-employee/
Editor's Notes
- #2: I will thank all for attendingI will introduce Barry, Holly and Chris to speak for 3 minutes each about background, job description, what they do within the company.
- #3: 3 minutes Teach effective feedback
- #4: 3 minutesTeach the cost to recruit again
- #5: 3 minutesWill provide the technical support Power pointsMicrophones
- #6: 10 minutesHave table mates paired, and provide a positive and negative feedback scenario.Switch sides and have the other pair do the same
- #7: 25 minutes:Effective feedback1st 45 days are crucialEmail, provide a detailed list so there will not surprises on the first dayIntroduce a “buddy”. Someone in the workplace you want to duplicate.Training correctly from the start saves time, money and frustration when you have to re-train to break “bad habitsRespect is a strong foundation to building a strong team
- #8: 15 minutes:Have Barry move about the crowd with microphone to open the floor to all manager to have them share: their past experiences what works for them in the past some funny storiesWhat they will take away from this portion
- #9: 3:00-3:1010 minute fresh air breakCoffee, tea, water will be available for all seminar attendees.
- #10: 3:10-3:45TopicsTrainingSpend time with new employeesSignificant appreciation and recognition among peers is a huge motivatorHave a detailed job descriptionLeadershipWorking, supervising new employees to make successful is less expensive than replacingMake each new employee feel they have a stake in the success of the companyFocus on applauding success with not only individuals but the teamBefore making a terminating decision, reevaluate the employee. You hired for success, what has changed?
- #11: 15 minutes:Have Holly move about the crowd with microphone to open the floor to all managers to have them share: their past experiences what works for them in the past some funny storiesWhat they will take away from this portion
- #12: Thank:All participantsBarryHolly Chris