It is possible that many companies think early turnover is just “the cost of doing business.” My recent work with the U.S. Census Bureau makes clear that there are fewer new workers coming our way, so I think it is time that we get a lot smarter about who we hire and how we retain them. Here are four ideas that I promise will work because if you don’t address it now, turnover may just cost you your business.
Want to Implement Stay Interviews Internally? Join Me at Disney
The fact is OUR human resources work is now, more than ever, the most important work. We are in the bullseye of turnover, engagement, retention, and recruiting challenges with no end in sight.
I know you accept this challenge/opportunity/burden. However, a recent study of HR professionals reveals that the top assignment from CEOs is one that gets the least amount of attention for training: improving retention. And retention is not only the solution to keeping good workers but also to reducing the number of open jobs.
Stay Interviews are a Piece of a Proven Retention Solution
Those who are familiar with our work can anticipate what I write next, that (1) engagement per Gallup has been completely stuck for 22 years, (2) that only 33% of our employees at best are giving their all, and (3) the culprit here is surveys, engagement and exit, because we believe data identifies easy solutions…but data only provides data, not solutions.
Imagine cutting your turnover by 43%, 45%, or 67%…and the impact this would have on reducing open positions, improving engagement/productivity/profitability, and obviously reducing employee turnover. Our most recent clients achieved these turnover reductions by not only implementing Stay Interviews but also applying additional business principals to your retention solution. You can learn how to do it too!
Stay Interviews without executive team buy in for goals and forecasts become flavors of the month, whereas when you have buy-in your executives must build in accountability of direct supervisors for retention, engagement, and building the right, individualized stay plans so employees feel valued, recognized, appreciated…and accommodated when possible.
HR Can Be in The Driver’s Seat and Lead the Retention Change
Stay Interviews as part of a comprehensive business-driven solution puts HR in the driver’s seat by addressing each employee’s needs as individuals, as people, and as people who need to trust their direct supervisors. Building trust with employees and having managers, not HR, accountable for their people directly affects productivity and the bottom line, something your CEOs and leaders will respond to.
Each week I present here the absolute best information and solutions to implement Stay Interviews and cut employee turnover. But today, I want to invite you to spend a few days in Florida learning it all such that you could return home to MAKE IT HAPPEN…to not only reduce turnover but also slash open jobs, make real employee engagement happen, and improve productivity across your company.
And be the HR hero I know you are.
Genesis of our Employee Retention Intensive
I was sitting at SHRM24 frustrated by the inability to help so many SHRM members who would love to implement Stay Interviews, but just can’t get the buy-in or time to do so. Often, I’ve had HR leaders tell me they bought my book and then created their own Stay Interviews program, only to find out that they needed more support – more help getting buy-in from their executives, more training methods for their managers, more tools and processes for consistency, and more tracking to prove sustainability. It’s a lot for someone in HR who is wearing many hats.
That was my AHA moment! I said, let’s figure out a way to get all the training, resources, and tools into a cost-effective package for HR professionals, so they don’t have to figure it out themselves. So, my team pulled all our pieces together and realized we needed 2 ½ days to cover everything an HR professional would need to be able to go back and start implementing immediately.
Okay…great…we’ve got the program and training together; now how do we deliver it?
We decided in-person was the best way for attendees to get the most out of training. It gives HR leaders an opportunity to step away from their office and really focus on the materials and delivery. Plus, it allows our team to be actively engaged with them in the process and able to answer any questions right then and there.
We also built in practice sessions so the cohort can build skills together as well as share best practices and ideas. Also, by creating this 2 ½ day intensive, we were able to secure 20 SHRM credits for this training. So instead of a lot of one-offs, SHRM members can take care of 20 credits in one fell swoop, plus add a critical skill to their HR resume.
Learn How to use Stay Interviews to Improve Employee Retention & Engagement In-Person Training
No matter what size or type of company – public, private, non-profit and no matter your budget, we will give you 100% of the support and training you need to leverage our solution to do it yourself.
Here are the details: The in-person event is in Orlando, Sept. 25-27 and registration includes all the training, tools, and resources, plus one year enrollment to our Finnegan Institute Stay Interviews Certification course to add to your credentials, and three nights stay at the Omni Orlando ChampionsGate just outside the gates of the Walt Disney World Resort area, with transportation access and more for friends and families to enjoy.
Based on my ground-breaking work with Stay Interviews, our expert facilitators will train you on our entire process so you can return ready to implement an effective and proven retention and engagement strategy.
Some of the most asked questions for the event are answered in our brochure and on our registration page including:
- What is the main benefit of this training? To return with everything you need to implement an effective and proven retention strategy – a critical advantage for any organization, and a game-changer for your HR credentials.
- What significant results has this previously achieved? Once implemented, turnover, costs for recruitment, training, and workers’ comp claims go down; and engagement and client satisfaction scores go up.
- What is the fiscal value to my organization? Specifically designed as the most cost-effective way for an internal team to improve employee retention and engagement themselves without incurring any external consulting costs. The baseline ROI for this training is 4x the registration fee. Retaining just ONE employee more than covers the cost of this training.
I know these decisions are often hard to make quickly, and that budgets, more than ever, are tight. So I also wanted to share our 5 Key Reasons PDF that may help you make a case with your executives for why you should attend. Plus, we have group rates for multiple participants from an organization. Or forward this to anyone you know who would benefit from this training and put your own group together! It can be anyone – your SHRM or HR group you’re a member of, or other professionals you’d enjoy traveling and learning with. We will work with you to make it work FOR you!
I hope to see you in Orlando. If you have any questions or need further information, please don’t hesitate to reach out to me at dfinnegan@c-suiteanalytics.com or visit our information page with links to individual and group registration.
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