From Beginning to End
and In-Between
Making a positive impact on employee engagement
at every stage of the employment cycle
What is engagement?
Engagement is the process of leading people
by enabling them to want to do whatever is
necessary to ensure the continuous high
performance and success of the organization.
Scarlett Surveys International
The Three Types of Employees
1. Engaged: Employees work with
passion and feel a profound
connection to their company.
They drive innovation and move
the organization forward.
2. Non Engaged: Employees are
essentially “checked out.”
They’re sleepwalking through
their workday, putting time—but
not energy or passion—into their
work.
3. Actively Disengaged:
employees aren’t just unhappy at
work: they’re busy acting out
their unhappiness. Every day,
these workers undermine what
their engaged coworkers
accomplish.
Supervisors are
…when it comes to employee
Reasons Employees Leave
Voluntary…
• Retirement
• Promotion
• Life change
Involuntary
• Dismissal for cause
• Layoff
• Non-renewal
Involuntary Separation
• Use discretion
• Treat the employee with dignity
• If terminated for cause
– Work with HR and IT to ensure security of
property and information
– Arrange time for employee to collect personal
items
Voluntary Separations
• Encourage employee to meet with HR for exit
interview
• Arrange an appropriate send-off event
Suggestions for Good Practice
• Refer to the “Change in Employment Status
Checklist”
• Communicate within the department and
other key constituents
Preparing for Turnover:
Succession Planning
What is it?
• Preparation…not pre-selection
• Ongoing…not one-time
• Forward-looking…not focused on present
“Don’t be irreplaceable. If you can’t be replaced,
you can’t be promoted.”
-- Unknown
Preparing for Turnover:
Succession Planning
How does it work?
• Identify critical functions in the department
• Identify employees that could learn other
duties
– Who is interested in advancement?
– What are the existing competencies?
• Formalize the development plan
• Provide training and mentoring
Preparing for Turnover:
Succession Planning
Why bother?
• Reduces stress caused by turnover – not a
crisis
• Maintains level of productivity and service
quality
• Enhances employee morale