“GAINING A
COMPETITIVE
ADVANTAGE
THROUGH
EMPLOYEE
ENGAGEMENT
AND
RETENTION
STRATEGIES”
1
Objective
To have you think and act in new
ways about maximizing
engagement and performance and
take at least one idea and
implement it.
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© CAPITAL iDEA 2011
Challenges of the New Economy

Do more with less

From Lean to dysfunctional

Need for more diverse skill set

Innovation

Empowerment

Change
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© CAPITAL iDEA 2011
When Did Google Go Live?
 1996
 1998
 2000
 Do Not Remember Life BG-Before Google
4
2001 2002 2003 2004 2005 2006 2007 2008 2009 2010
iPhone
1.5 Billion
People on
internet
Baby
Boomer
turn 65
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Millennials Are Changing The
Landscape
Roughly speaking,
Millennial Generation is defined as:
1982
<
28
<
Birth Date
>
Current Age
6
2000
>
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The Millennial Generation is
currently 25% of the workforce …….
……..and is projected to be 47% of
the workforce by 2014.
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© CAPITAL iDEA 2011
What’s The Answer To Maximize
Performance?
Get the right people in the
right jobs engaged in
the right work
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© CAPITAL iDEA 2011
What is Engagement
Emotional Component - how
connected an employee is with the
company
Motivational Component – how they
will use discretionary effort to help
the organization reach its goals
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© CAPITAL iDEA 2011
What is the Impact of Engagement?
Recent Gallup Study

22% of US workforce engaged

66% not engaged

11% disengaged
$300B - $350B/yr problem
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© CAPITAL iDEA 2011
Five Areas of Engagement

Hiring & Selection

Onboarding

Communication

Accountability

Recognition
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© CAPITAL iDEA 2011
Five Questions To Answer Before Hiring
Can This Person Do the Job?
Skills
How will this person do the job?
Behaviors
Why will this person do the job?
Motivators
Will this person do the job?
Capacities
Will this person do the job here?
Culture
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© CAPITAL iDEA 2011
Start With Job Benchmarking
Behaviors
Skills
JOB
Capacities
© CAPITAL iDEA 2011
Motivators
Job Benchmarking Process
1. Indentify Job Tasks
2. Develop Key Accountabilities
3. Weight Each Accountability Area
4. Identify skills, attributes, and motivators
5. Develop Interview Questions
6. Determine Development Needs
© CAPITAL iDEA 2011
Why Use Assessments
 Completely unbiased
 Accurate and valid
 High predictability of performance
 Improve turnover and engagement
 Increase productivity
 33% of the selection process
© CAPITAL iDEA 2011
Interviewing For Retention
Behavioral interview to predict
performance
The more recent and longstanding the
behavior the greater its predictive
power
© CAPITAL iDEA 2011
What Is Onboarding?
Onboarding – the enculturation of
an employee (new to company or
new to position)
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© CAPITAL iDEA 2011
Why Onboarding?
According to research conducted by
the Aberdeen Group, 86% of new
hires make their decision to leave or
stay within the first 6 months. 4% on
the first day
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© CAPITAL iDEA 2011
Why Onboarding?
According to the same research, 89%
of new hires say they do not have the
optimum level of knowledge and
tools necessary to do their job
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© CAPITAL iDEA 2011
Goals For Onboarding




Make feel welcome
Goals and objectives upfront – know
how fit in organization
Tools needed are available right away
Not a one day event – up to three
months – twelve months
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© CAPITAL iDEA 2011
Onboarding mistakes

Too much material too soon

Boring

Not consistent

Throw ’em in the fire/sink or
swim
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© CAPITAL iDEA 2011
What To Communicate For Engagement

Strategy and direction

Organizational results

Department results

Recognition and appreciation

Organizational news
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© CAPITAL iDEA 2011
Why Accountability

When performance gets measured,
performance improves

When performance gets measured
and reported back, the rate of
improvement accelerates
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© CAPITAL iDEA 2011
Why Accountability

When performance gets measured
and reported back by the performer,
the rate of improvement accelerates
in dramatic proportion
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© CAPITAL iDEA 2011
Why Employee Recognition
According to research conducted by
SHRM, 79% of those who quit their
jobs cite lack of appreciation as one
of the main reasons
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© CAPITAL iDEA 2011
Guidelines For Recognition

Attach recognition to real goals and
objectives

Fairness

Have real criteria to achieve
recognition
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© CAPITAL iDEA 2011
Guidelines For Recognition

Not about the size of recognition

Make public make it a big deal

Doesn’t have to be elaborate – keep
it simple
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© CAPITAL iDEA 2011
Recognition and Engagement
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Contact Information
Andre Boykin
Shari Roth
www.CAPITAL-iDEA.net
(954)-349-5828
andre@capital-idea.net
shari@capital-idea.net
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