10 employee retention, engagement, and careers · 10-17 review •career management systems...

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10-1 Employee Retention, Engagement, and Careers 10

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10-1

Employee Retention,

Engagement, and

Careers

10

10-2

Learning Objectives

1. Describe a comprehensive approach to retaining employees.

2. Explain why employee engagement is important, and how to foster such engagement.

3. Discuss what employers and supervisors can do to support employees’ career development needs.

10-3

Learning Objectives

4. List and discuss the four steps in

effectively coaching an employee.

5. List the main decisions employers

should address in reaching

promotion decisions.

10-4

Managing Employee

Turnover and Retention

• Costs of turnover

• Managing voluntary

turnover

• Reducing voluntary

turnover

10-5

Describe a

comprehensive approach

to retaining employees.

10-6

A Comprehensive

Approach to Retaining

Employees

1. Selection

2. Professional growth

3. Provide career direction

4. Meaningful work and ownership of

goals

10-7

A Comprehensive

Approach to Retaining

Employees

5. Recognition and rewards

6. Culture and environment

7. Promote work–life balance

8. Acknowledge achievements

10-8

A Comprehensive

Approach to Retaining

Employees

• Managing involuntary turnover

• Talent management and employee

retention

• Job withdrawal

10-9

Review

• Selection

• Professional growth

• Career direction

• Meaningful work/ownership

• Recognition and rewards

10-10

Review

• Culture and environment

• Work–life balance

• Involuntary turnover

• Talent management and employee

retention

• Job withdrawal

10-11

Why Employee Engagement

is Important and

Fostering such Engagement

10-12

Employee Engagement

• Importance

• Fostering

• Monitoring

10-13

Employee Engagement

• Career terminology

• Careers today

• Psychological contract

• The employee’s role

10-14

Review

• Employee engagement

• Career terminology

• Careers today

• Psychological contract

• The employee’s role

10-15

Discuss what employers and

supervisors can do to

support employees’ career

development needs.

10-16

The Employer’s Role in

Career Management

• Career Management Systems

oCareer centers and workshops

oLifelong learning

oCareer coaches

oOnline programs

oCareer-oriented appraisals

• Gender Issues

• The Manager’s Role

10-17

Review

• Career management systems

• Gender issues

• The manager’s role

10-18

List and discuss the four

steps in effectively coaching

an employee.

10-19

Improving Coaching Skills

• Building your coaching skills

oPreparation

oPlanning

oActive coaching

oFollow-up

10-20

Improving Coaching Skills

• Building your mentoring skills

oMentoring caveats

oThe effective mentor

oThe protégé’s responsibilities

10-21

Review

• Building your

coaching skills

• Building your

mentoring skills

10-22

List the main decisions

employers should address in

reaching promotion

decisions.

10-23

Making Promotion

Decisions

1. Is seniority or competence the rule?

2. How should we measure

competence?

3. Is the process formal or informal?

4. Vertical, horizontal, or other?

10-24

Making Promotion

Decisions

• Practical considerations

• Sources of bias

• Promotions and the law

• Managing transfers

• Managing retirements

10-25

Review

• Practical issues

• Bias

• The law

• Transfers

• Retirement

• Promotion

decisions

• Measurement

• Formal vs.

informal

• Vertical or

horizontal