Effective Strategies for Staff Retention in the Workplace

Discover key insights on retaining staff effectively, including identifying valuable employees, addressing turnover costs, and allocating time to foster employee growth. Learn practical tips to retain top talent and transform mediocre employees into productive assets.

• Staff retention
• Employee engagement
• Turnover costs
• Talent management
• Workforce productivity

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1. How To Retain Your Staff Adapted from Harvard Management Mentor Plus Created by: Presented by: Theresa Buick Melody Johnson Perry Samowitz (Region 3 Lead)

2. What Can Supervisors Do? 1.Choose one staff you want to retain 2.Tear out last page 3.Use page to write a strategic plan of three strategies throughout the training You can INFLUENCE but you cannot CONTROL 2 Regional Centers for Workforce Transformation (RCWT)

3. Which staff are your most valuable assets in your company? 3 Regional Centers for Workforce Transformation (RCWT)

4. The good-excellent staff are your greatest asset. The mediocre staff are your greatest liability. Why do we keep mediocre staff? 4 Regional Centers for Workforce Transformation (RCWT)

5. High Cost of Turnover Time required for interviewing Time required to train new staff Overload on remaining staff causing lowered morale and productivity 5 Regional Centers for Workforce Transformation (RCWT)

6. High Cost of Turnover Potential loss of other staff (domino effect) Negative impact on people receiving supports 6 Regional Centers for Workforce Transformation (RCWT)

7. Retaining Your Good/Excellent Staff Approx. what % of your staff are good/excellent: _________ % Approx. what % of your staff are mediocre, not meeting standards: _________ % 7 Regional Centers for Workforce Transformation (RCWT)

8. of time should be spent with good/excellent staff to retain them 80% of time should be spent with mediocre staff to help them become good staff 20% Adapted from the Pareto Principle 8 Regional Centers for Workforce Transformation (RCWT)

9. How are you currently using your time with your mediocre staff as compared with your good- excellent staff? If needed, how can you spend more time with your good/excellent staff? Share your insights as a group. Image: Discuss issue by Freepik via Flaticon 9 Regional Centers for Workforce Transformation (RCWT)

10. Realistic Retention Goals Work toward retaining good-excellent staff for another year. Retention doesn t mean trying to hang on to an employee forever. Don t continue to invest in employees who are not contributing in positive ways. 10 Regional Centers for Workforce Transformation (RCWT)

11. 7 Reasons Employees Leave 1. Job or workplace was not as expected 2. Mismatch between job and person 3. Too little coaching and feedback 4. Too few growth and advancement opportunities Saratoga Institute, Leigh Branham 11 Regional Centers for Workforce Transformation (RCWT)

12. 7 Reasons Employees Leave 5. Feeling devalued and unrecognized 6. Stress from overwork and work-life imbalance 7. Loss of trust and confidence in senior leaders Saratoga Institute, Leigh Branham 12 Regional Centers for Workforce Transformation (RCWT)

13. How can formal and informal supervision help staff better understand why they are unhappy? Are there opportunities to make improvements in their job? Share your thoughts. Image: Discuss issue by Freepik via Flaticon 13 Regional Centers for Workforce Transformation (RCWT)

14. Is this one of the major causes of staff dissatisfaction? The relationship with supervisor Image: Quarrel by Freepik via Flaticon 14 Regional Centers for Workforce Transformation (RCWT)

15. The relationship with your supervisor How many of you were dissatisfied on a job because of the way your supervisor treated you? Did it influence you to leave? How many of you had job satisfaction because of a way your supervisor treated you? Did it influence you to stay? 15 Regional Centers for Workforce Transformation (RCWT)

16. Tips for Supervisors Always open supervision by asking, How are things going? Listen for any early problems that might cause later reasons for leaving: I m getting bored . I m feeling overwhelmed . The people I support are not learning and growing The new staff person is getting on my nerves. 16 Regional Centers for Workforce Transformation (RCWT)

17. Choose one of your good/excellent staff who might be showing signs of some discontent. Discuss how you would listen and how you would provide support. Image: Discuss issue by Freepik via Flaticon 17 Regional Centers for Workforce Transformation (RCWT)

18. Job Sculpting of the job is clearly defined and can be somewhat repetitive to staff 80% of the job can be sculpted to fit staff s individual skills and interests* 20% *If these skills and interests involve the people receiving services, they will need to willingly join in. Timothy Butler and James Waldroop, Harvard Business Review (1999) 18 Regional Centers for Workforce Transformation (RCWT)

19. Job Sculpting A way of showing staff of diverse generations that their skills and interests are appreciated 19 Regional Centers for Workforce Transformation (RCWT)

20. Stay Interview An essential tool for winning the war to keep your employees A periodic 1:1 structured retention interview Identifies and reinforces factors that drive and employee to stay Identifies and minimizes triggers that cause employee to consider quitting Dr. John Sullivan (2013) 20 Regional Centers for Workforce Transformation (RCWT)

21. Choose one valuable staff. Think about how his/her skills and interests could be better utilized on the job. Share your insights as a group. Image: Discuss issue by Freepik via Flaticon 21 Regional Centers for Workforce Transformation (RCWT)

22. Cultivating the Right Culture A strong culture enhances recruitment and retention www.CommonGoodCareers.org 22 Regional Centers for Workforce Transformation (RCWT)

23. Things that create organizational culture: The ways people treat each other Formal and informal rules that guide how staff really do things Organizational values- how people receiving supports and all staff are treated by the organization 23 Regional Centers for Workforce Transformation (RCWT)

24. 5 Elements of Building Organizational Culture Define it Teach it Live it Measure it Reward it Ari Weinzweig 24 Regional Centers for Workforce Transformation (RCWT)

25. The Importance of Micro-cultures All the little sub-cultures that make up your program/service Micro-cultures play the most powerful role in staff s satisfaction and their likelihood of staying 25 Regional Centers for Workforce Transformation (RCWT)

26. Create a Great Work Environment Cultivate a friendly, supportive atmosphere where staff feel comfortable giving you feedback Help staff understand why the work they do is so important and how it impacts the lives of people receiving supports 26 Regional Centers for Workforce Transformation (RCWT)

27. Create a Great Team Appreciate and help the team appreciate the unique skills and abilities that each person contributes. Say thank you, both formally and informally. Trust the team. Ask and listen. 27 Regional Centers for Workforce Transformation (RCWT)

28. What other things have you done to help create a strong team? Share your insights as a group Image: Discuss issue by Freepik via Flaticon 28 Regional Centers for Workforce Transformation (RCWT)

29. Supervisors can offer many things that are important to staff that could increase retention. LIST 5: 1. 2. 3. 4. 5. 29 Regional Centers for Workforce Transformation (RCWT)

30. Check off one item that you can do better to influence staff retention: Friendly work place Fulfilling work Supportive supervisor Pride in their agency Recognition, both public and private A variety of shift options Having a say as part of a team 30 Regional Centers for Workforce Transformation (RCWT)

31. Training & Evaluation Support Retention Training develops and improves skills Training increases job satisfaction and motivation Evaluations identify training and development needs 31 Regional Centers for Workforce Transformation (RCWT)

32. What trainings could support your staff s performance AND boost retention? Share your insights as a group. 32 Regional Centers for Workforce Transformation (RCWT)

33. Burnout is a Retention Threat The most highly motivated staff are most susceptible to burnout. Why? Share your insights with the group. 33 Regional Centers for Workforce Transformation (RCWT)

34. 6 Reasons for Professional Burnout 1. Lack of Control 2. Insufficient Reward 3. Lack of Community 4. Absence of Fairness 5. Conflict in Values 6. Work Overload Christina Maslach (Maslach Burnout Inventory) via John Rampton 34 Regional Centers for Workforce Transformation (RCWT)

35. Some Common Signs of Burnout Withdrawal from friends and family Lose interest in formally enjoyable activities Feeling blue, irritable, or depressed Change of appetite, weight, health, or sleep Resentment Not wanting to take on responsibilities 35 Regional Centers for Workforce Transformation (RCWT)

36. Steps for Supervising Exhausted Employees Have regularly scheduled supervision. Be Proactive! Assess: Is the problem due to job difficulties or external issues? Does the staff person believe something can be done to improve the situation? Together develop an action plan with specific remedies. Evaluate the plan on-going in supervision. Image: Meeting by Anatoly via Flaticon 36 Regional Centers for Workforce Transformation (RCWT)

37. Think of a valued staff person who might be burning out. What can you do? Share your insights as a group. Discuss issue by Freepik via Flaticon 37 Regional Centers for Workforce Transformation (RCWT)

38. Your Staff Retention Plan 3 things you will do to improve the chances of retaining your good/excellent staff for another year: 1. 2. 3. Share your insights as a group. 38 Regional Centers for Workforce Transformation (RCWT)