Retaining Top PerformersRetaining Top Performers

Madonna RileySr. Corporate HR Specialist• PHR Certified

• Extensive experience in management and administration of human resources functions, including recruitment, hiring and retention

• Part of the pre-opening team of Houston’s biggest and most prestigious hotel, the Hilton Americas, organizing a three-day job fair that resulted in nearly 500 hires and overseeing the successful mass hiring and orientation of nearly 900 team members

• Received the 2006 Asian Pacific-Islander American Outstanding Employee award in recognition for serving her company and community

AgendaAgenda

• Workplace Trends• Why Employees Leave• Retention Strategies

• On-Boarding• Performance Management• Employee Relations• Training and Development• Compensation and Rewards

Workplace Trends• Diversity• Generational Differences• Shrinking Labor Force• Technology• Demographic Trends• Change in Priorities

Why Employees Leave

• Poor working conditions • Lack of appreciation • Lack of support• Lack of opportunity for advancement• Inadequate compensation

Retention Strategies

• Environmental• Relationship• Support• Growth• Rewards

Retention Strategies: On-Boarding

• Continues past traditional orientation programs

• Leadership assessment, development and coaching

• Business process

Retention Strategies: On-Boarding

• Promotes early employee engagement• Can learn best practices from other

organizations• Gain fresh view of business landscape

Retention Strategies: On-Boarding

• Detailed and relevant company information– Marketing materials– Employee handbook– Benefits information

• Customize employee package– Welcome letter– Job description

Retention Strategies: On-Boarding

• Be prepared– Inform staff– Welcome sign– Set-up work area– Tools and supplies– Paperwork– Schedule training

• Email agenda

Retention Strategies: On-Boarding

• Consistent application to all new employees• Take advantage of enthusiasm• Positive experience• First day on the job• Spread out over a number of days• Three-step process

Retention Strategies: On-Boarding

• Welcome and introductions• Site tour• Mentor / “Buddy” system• How things are done• Administrative issues• Do not cram information

Retention Strategies: On-Boarding

• Department structure• Functional responsibilities and accountabilities• Team / Department expectations• Role in team’s and company’s success• Career paths and opportunities

Retention Strategies: On-Boarding

• Mission, Vision and Values• Organizational goals and strategies• Successes• Competitors• Company culture• Policies and procedures• Terminology

Retention Strategies: On-Boarding

• Longest stage• Provide ongoing care and sense of security• Monitor performance against role

expectations• Demonstrate commitment• Extend stage until employee’s first year

anniversary

Retention Strategies: Performance Management

• Monitors results• Evaluates performance• Determines achievement of goals• Must be well-designed• Can be a problem if not done right

Retention Strategies: Performance Management

• Identifies strengths and weaknesses• Aligns goals• New ideas and improved methods• Accurate employment- and compensation-

related decisions• Minimize risks of discrimination, equal pay,

and wrongful discharge claims

Retention Strategies: Performance Management• Essential functions and qualifications• Observable and measurable goals• Emphasize the positives• Review goals and expectations; ensure

understanding• On-going

Retention Strategies: Performance Management

• False sense of comfort• Perceived as adversarial• Promote biased opinions• Poor morale• Legal complications

Retention Strategies: Employee Relations

• Develop the boss– Management By Wandering Around (MBWA)– Working side by side

• Listen / Communicate– 50/50 meetings– Exit interviews

Retention Strategies: Employee Relations• Respectful work environment• Work / Life Balance

– Non-work priorities– Work scheduling options

• Corporate responsibility– Meaningful company mission– Giving back to community

Retention Strategies: Training and Development• Needs assessment• Management support• Personalize• Effectively budget training• Monitor completion

Retention Strategies: Training and Development

• Succession planning• Mentoring• Increase job satisfaction and morale• Competitive edge

Retention Strategies: Compensation and Reward

• Beyond straight salary• Align rewards with performance • Measure• Track• Comply with government regulations

Retention Strategies: Compensation and Reward

• Incentive plans• Benefits package• Employee recognition• Use creative rewards and recognition

Retention Strategies: Why Your Organization Needs It

• Attract best available talent • Retain top performers• Reduce turnover• Create competitive advantage• Become employer of choice in

market space

Question and AnswerQuestion and Answer

Thank YouThank YouG&A Partners is a Houston-based HR and administrative

services company that manages human resources, benefits, payroll, accounting and risk management for growing

businesses. G&A maintains offices in Houston, Dallas, San Antonio, Austin, College Station, Corpus Christi, Chicago,

Arizona and Utah. For more information about the company, visit www.gnapartners.com or call 713.784.1181