tpp hr seminar - may 2017

TPP HR Seminar16th May 2017

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About TPP

• TPP are specialist charity recruiters

• We have a dedicated HR team

• We recruit at all levels from Assistant to Director level.

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• Free professional development seminars

• Career and interview workshops

• Sector partnerships

• Free advertising for volunteer roles

• Free venue hire

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Thank you

020 7198 6140

www.tpp.co.uk

www.tpphr.co.uk

@TPPHR

#TPPHR17

#TPPHR17

Joanne HarringtonHR Team Lead

Lara Roche - Talent and Learning Consultant

Retaining Talent and Delivering Learning Strategy

in the Third Sector

Lara Roche – The Talent Sphere

Introductions – Lara Roche

• Talent and Learning Consultant, FCIPD

• Psychology background

• Head of HR and Talent at Board level for over a decade

• People Management Columnist

• Awards: Best Talent Strategy, IiP Gold and Champions, Best Places to Work, Britain’s Top Employers

• Owner of The Talent Sphere

Today’s topics

Lack knowledge

Lack budget

Robust retention plan

Transformational learning strategy

Creating a robust retention plan

Why retention planning matters

• High costs of ignoring attrition: rehire, training, lost knowledge, lost networks, insecure colleagues

• Fewer workers:

– significantly less Gen X than Baby Boomers

– increase in freelancers – 43% in 8 years

– millennials aiming for “gig-working” careers

• Replacing people is a bigger challenge and more costly than ever


Understand Talent exit

points

Understand Talent “stay vsgo” decisions

Understand exit risk groups

Create initiatives and

build plan

Identify organisation

danger pointsTalk to people!

Talent exit points

• Immediately – unmet expectations

• Development path stops – 2 years

• Step up to Management – 4 years

• Step up to Leadership – 10 years

• Career end - retirement

Talent exit points - initiatives

• Immediately – unmet expectations

– Fortnightly meetings for 3 months with HR and Buddy

• Development path stops – 2 years

– Springboard Programme

• Step up to Management – 4 years

– Manager To Be Programme

• Step up to Leadership – 10 years

– Leader To Be Programme

• Career end – retirement

– Internal Consult, Mentor role



points




build plan



Talent “stay vs go” decision making – Top 5

• Low salary = 35%

• Want new challenge = 23%

• The work is boring = 22%

• Location unsuitable / commute too long = 20%

• Poor relationship with boss / manager = 18%

(HR Magazine, 2016)

Stay vs go decision making - initiatives

Want a new challenge

Talent Projects

“Nice-to-have” projects assigned to ready-promotees, to learn skills for next level up

WIFM for individual: £2k year end bonus, evidence for promotion case, interesting work

WIFM for organisation: project completed, view of readiness for next level, Talent retained for 1 year

Stay vs go decision making - initiatives

Location unsuitable/commute too long

Choose Your Work

Pattern

Choice of 8.30-4.30, 9.00-5.00 or 9.30-5.30, plus one weekly homeworking day on rolling 3 month basis

WIFM for individual: flexibility, efficient commute, homeworking

WIFM for organisation: longer cover, performance improvement and retention

Talent “stay vs go” decision making – unexpected

• Lack camaraderie, work friends = 18% of 16-24s

• It’s January = 20% of annual migration

• It’s my birthday = 12% jump in job hunting

• It’s my work anniversary = 9% jump in job hunting

• It’s my reunion = 16% jump in job hunting

• I’ve just returned from holiday = 75% more likely to job hunt

(Harvard Business Review, 2016)



points




build plan



At risk groups

• Millennials – 3x more regular job moves (Gallup, 2016)

• New parents – mothers 50% more likely to leave in first year (The Independent, 2016)

Exit risk groups - initiatives

Millennials

Alumni Group

Regretted leavers group: LinkedIn group, e-newsletter, Keep In Touch Programme

WIFM for individual: updated on opportunities, a mentor on return, an ongoing network

WIFM for organisation: no rehire costs, hit-the-ground-running Talent

Exit risk groups - initiatives

New parents

Parent Buddies & Coaching

Parent-to-be Coach provided pre, during and post maternity, Parent buddy assigned on return

WIFM for individual: supported during biggest working life transition, professionally and informally

WIFM for organisation: smooth maternity leave and return to work, retention of Talent



points




build plan



Identify a key exit point or stay vs go decision factor or at risk group in

your organisation.What could an initiative be to better

retain these people?

Your turn



points




build plan



Talk to people!

• Credit Suisse case study – cold calling the “at risk” saved $100 million in one year

• Aim for pre-emptive intervention – 50% of employees given a counter offer leave within 12 months

• Use employee surveys, check-ins and exit interviews to identify key exit points, decision making factors and at risk groups for your organisation

• Ask people to suggest initiatives and how your initiatives are working



points




build plan



A robust retention plan

Attrition Point Factor Initiative

Exit Point 1 Graduates at 2 years Springboard Programme

Exit Point 2 Non-managers at 4 years Manager To Be Programme

Decision Factor 1 New challenge Talent Projects

Decision Factor 2 Location/commute Choose Your Work Pattern

Group 1 Millennials Alumni Group, Keep In Touch

Group 2 New parent Parent Buddies, Coaching

Creating a transformational learning strategy


Map key elements and

levels

Aim 1-2 steps beyond the

basic

Create innovative, low

cost learningBuild strategy

Key elements and levels

Knowledge Skills Behaviours

Exec / Board / SMT

Leader

Manager

Established Team Member

Entry Level



levels


basic




Brilliant Basics

Compelling Difference

Game Changing



levels


basic



Innovative, low cost learning - initiatives

Knowledge

Internal Experts

Knowledge sessions delivered by top Talent internal experts

Benefits: increases knowledge in organisationrelevent way, role model, spread the best

Where to spend the money: “Train The Trainer” learning


Skills

ALS Working Groups

Virtual teams tackle an organisation project

Benefits: learning on-the-job, new working relationships, delivery of a key project

Where to spend the money: project management and relationship building learning


Behaviours

Mentoring Exchange

Mentoring programme with partner organisation

Benefits: objective expertise, support, guidance

Where to spend the money: mentoring learning


Continuous improvement

Self-coaching

Challenging people to continually self-coach

Benefits: ownership, empowerment, motivation

Where to spend the money: self-coaching learning

Identify a key learning need in your organisation.

What could an innovative, low cost learning initiative be to address this?

Your turn



levels


basic



A transformational learning strategy

Group Need Initiative Step

TeamMember

Knowledge: funding regulations

Internal Expert Workshop Brilliant basic

Manager Skill: volunteer coordination

ALS Working Group Brilliant basic

Leader Behaviour:leadership approach

Mentor Exchange Compelling difference

All Continuousimprovement

Self Coaching Changing the game

Key learnings

• Follow a process

• Be ambitious, despite challenges and tight budgets

• Be creative, because of challenges and tight budgets

• Make it bespoke for your organisation

• Invest your budget where it has the biggest impact

• Get the right partner/s on board

Lara RocheThe Talent Sphere

07852 962 099

[email protected]

tpp hr seminar - may 2017

Recruiting & HR