why retention is an outcome — but not the end goal — of employee engagement

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Frequently Asked Ques6ons

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Sarah Sipek Associate Workforce magazine

Why Reten6on is an Outcome — But Not the End Goal — of Employee

Engagement

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Lindsay Witcher Director of prac9ce strategy RiseSmart

Why Reten6on is an Outcome — But Not the End Goal — of Employee

Engagement

Kaila Prins Content marke9ng manager RiseSmart

Confiden9al © 2016 RiseSmart, Inc. 9

Why Reten9on is an Outcome — But Not the End Goal — of Employee Engagement

February 24, 2016


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•  We are the na9on’s fastest-‐growing outplacement firm and a Randstad company.

•  We strengthen employer brands, improve reten9on, and re-‐engage talent.

•  Our contemporary approach to outplacement combines personalized services from trained professionals with unmatched technology delivered through a convenient, cloud-‐based plaVorm.

Innova6on People Technology

Exclusively endorsed by the American Hospital Association


Meet your Co-‐Presenter

Kaila Prins, HCS Content Marke9ng Manager


The gap between expecta6on and reality


Employee Reten6on is…

“the ability of an organization to retain its employees….However, many consider employee

retention as relating to the efforts by which employers attempt to retain employees in their workforce. In this

sense, retention becomes the strategies rather than the outcome.”



STRATEGY OUTCOME


Employee Engagement is…

“the property of the relationship between an organization and its employees. An ‘engaged

employee“’ is one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and

interests.”


Engagement ≠ Reten6on (at least, not always)

1. People don’t stay at their jobs…even when they like their jobs.


11.7


The average number of jobs that a person born between 1957 and 1964 will hold over the course of

their careers.

11.7


11.7


http://go.risesmart.com/Infographic-2015-year-in-review.html



STRATEGY


Employee Engagement is…

“the property of the relationship between an organization and its employees. An ‘engaged

employee“’ is one who is fully absorbed by and

enthusiastic about their work and so takes positive action to further the organization's reputation and

interests.”


Engagement ≠ Reten6on (at least, not always)

1. People don’t stay at their jobs…even when they like their jobs.

2. Employee engagement can con6nue—even a)er the employee has le) the organiza4on.


A New Defini6on for Reten6on

Employees are employees for life, before, during, and a\er they are a part of your organiza6on. Make full-‐lifecycle reten6on possible through proac6ve employee engagement.


Meet your Presenter

Lindsay Witcher Director of Prac9ce Strategy


Coaching to Boost Engagement

1.  Why Coaching?

2.  Ac9ve Listening

3.  Coaching Ques9ons

4.  Direct Communica9on


Why Coaching?


Why Coaching?

70% 80% 72% 51% Improved Work Performance

Improved Self- Confidence

Improved Communication Skills

Improved Team Effectiveness


#1 Ac6ve Listening

The biggest communica9on problem is that we don’t listen to understand, we listen to reply.

-‐Stephen Covey


What I am hearing you say is ………


#2 Coaching Ques6ons

Don’t just talk at your employees – engage them in meaningful conversa9ons


Coaching Ques6ons

•  InsighVul Ques9ons can be used to shic perspec9ve and to lead conversa9ons

• Ask ques9ons that reflect communica9on style (visual, auditory, kinesthe9c) – Marcia Bench

•  Focus on learning, growth and career development


Ask the right ques6ons

Focus on “What” ques9ons first Instead of: Why do you think the presenta9on went badly?

Try: What happened during the presenta6on

that made you feel uneasy?


Asking the Right Ques6ons

“How” ques9ons are about strategy Instead of: Why do you want to do that project? Try:

How will you go about execu6ng that project? How will you accomplish this goal?


#3 Communicate Directly and Clearly and Listen!


What is Direct Communica6on?

•  Is clear, ar9culate and direct in sharing and providing feedback.

•  Listening is equally important


Direct Communica6on

“Great job reaching out to the ABC department this week. It sounds like you were able to share your project plans effec9vely.” “Next 9me, it may work to follow up with a specific request for a lead role in the ABC project.” “Your desire to expand your skill set and prepare yourself for a management posi9on is a great goal. Would you like to work on ways to build the right connec9ons in the organiza9on to gain those skills you need?”


U9lizing coaching skills including insighVul ques9ons and direct communica9on can help keep your employees

engaged now and in the future!


Bonus 6p

Offer Outplacement – Consider the whole journey

•  Benefits to “staying” employees •  Alumni •  Alumni referrals •  Boomerang employees •  Future customers and vendors


Key takeaways

1.  Rethink reten9on as a strategy not an outcome

2.  Use Coaching to keep your employees engaged throughout the

employee lifecycle


Ques6ons/Answers

Lindsay Witcher Director of Prac9ce Strategy

Kaila Prins, HCS Content Marke9ng Manager


Learn More

•  Future #SmartTalkHR webinar or visit www.risesmart.com/webinars

•  Ques9ons – [email protected]


#SmartTalkHR

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