During this session, Teresa Smith, Senior Managing Partner, HCM Strategic Advisory Group, will share insights on launching a multi-pronged approach to hiring and retention, as well as how this can set you up for long-term success.

3. Partner Director
Human Insights and HCM Advisory

4. Learning
Outcomes
How to diagnose why
employees are leaving
How to understand why
employees are staying
Techniques for expanding the available talent
pool for open positions
Improving retention by enhancing culture with
employee feedback
4
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2
3
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5. 5
2021 in Review
5

6. The future still remains uncertain.
6

7. of US workforce is
currently looking
for new
opportunities.
55%
Bloomberg, August 2021
4 Million
In July, a record
Bureau of Labor Statistics
US employees quit
their jobs.
The Great Resignation/Migration
1.8 Million
Women left the
workforce
1 in 3
do not plan to
return.
1 8

8. • Engagement
• Retain & Develop
• Trust, Transparency, & Stability
• Diversity, Inclusion, Belonging
• Multi-Generation, Gig, & Temp
Workers
• Technology Empowered
• Cloud-based
• Mobile First
• Real-time Data & Analytics
• AI-Driven Automation
WORKFORCE
WORKPLACE WORK
THE RULES OF WORK HAVE CHANGED
• Flexible Work/Schedules
• Modified Work Weeks
• Remote
• Hybrid
• Work-Life Integration
8

9. 9
Era of Choice
Who they work for
What they do
Where they work
9

10. 10
We can rebuild stronger!
10

11. Improve
Retention
Why
Employees
Stay
Why
Employees
Leave
Strategies Moving Forward
11
Expand the
Talent Pool

12. You MUST
adapt to survive.
Resilient organizations
have accelerated their adaptability
in order to stay competitive
The future is going to require a
new approach!
12

13. Why
Employees are Leaving
13

14. 14
51% Work-Life Balance
1
43% Career Advancement Opportunities
2
41% Compensation & Benefits | Employer Ethics & Values
3
36% Continuous Learning Opportunities
4
34% Organizational Stability
5
Top Reasons Why They Leave
IBM Institute for
Business Value -2021

15. 15
How to understand why your employees are leaving

16. 16
Underlying Causes
How to understand why your employees are leaving

17. 17

18. 18
Do managers leave for the same reason as employees?
Which employees leave because they don’t like their work, the culture, or the company?
Which employees leave because of a bad manager?
Which employees leave because of burnout and fatigue?
Why do employees who are highly successful leave?
What are the roadblocks that are making employees leave?
Do you have a certain demographic that is leaving?
Understand Who Leaves & Why
Source: Harvard Business Review

19. 19
How to understand why your employees are leaving

20. 20
7 Exit Interview Questions
How to understand why your
employees are leaving

21. 21
1. What prompted you to search for employment
outside of the company?
2. What did you like best about your job? What did
you like least about your job?
3. Did your leadership give you what you needed to
succeed?
4. What suggestions do you have for the company?
5. What would have changed your mind about
leaving?
6. How would you describe the business to a friend?
7. Did you share your concerns we discussed before
deciding to leave?
7 Exit Interview Questions
Source: SHRM

22. 22
DO
• Uncover issues
• Understand employee’s
perception
• Monitor & Act on feedback
• Revisit exit reasons for rehires
• Use the information to coach
leadership
The dos and don’ts of Exit Interviews
Why People are
Leaving

23. 23
DO
• Uncover issues
• Understand employee’s
perception
• Monitor & Act on feedback
• Revisit exit reasons for rehires
• Use the information to coach
leadership
DON’T
• Don’t have the leaving
employee’s manager conduct
the interview
• Don’t ask if there is
something they don’t like
about the culture
• Don’t ask if they are leaving
because of particular
manager
• Don’t ask if they were
unhappy with their pay
The dos and don’ts of Exit Interviews
Why People are
Leaving

24. Why
Employees are Staying

25. 25
Top Reasons Employee’s Stay

26. 26 Forbes 2022
Co-Workers
Involvement & Belonging
Fairness & Consistency
Transparency
Sense of Purpose
Work is Valued
Satisfaction
Good Relationship with Managers
Good Pay & Benefits
Integrity
Work-Life Negotiation
Recognition & Appreciation
Believes in Company Mission & Future Vision
Trusted by Leaders
Flexibility & Stability
Top Reasons Employee’s Stay
Growth & Development

27. 27
How to understand why your employees are
staying

28. 28
Understand Your Employees Hear Your Employees
How to understand why your employees are
staying

29. The first step in understanding
why employee’s stay is knowing
what they care about the most.
Hear Your Employees
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30. 30
Understand Who Stays & Why
• Do managers stay for the same reason as
employees?
• How is the work ethic different among
generations and titles?
• Which employees stay because they like
their work, the culture, or the company?
• How is the work ethic different between
those that stay, because they like their
work and those that don’t?
• Why do employees that have not been
promoted and don’t like their job stay?

31. 31
How to understand why your employees are staying

32. 32
8 Stay Interview Questions
How to understand why your
employees are staying

33. 33
1. How do you like to be recognized for the work you are
doing?
2. What do you like most about working here? What do
you like least about working here?
3. What talents are not being used in your current role?
4. What are you learning? What would you like to learn?
5. What motivates you? What demotivates you?
6. What can I do to best support you?
7. What can I do more of to make your job better? What
can I do less of to make your job better?
8. When was the last time you thought about leaving?
What prompted it?
8 Stay Interview Questions
SHRM

34. 34
DO
• Be Clear
• Managers should conduct
• All employees
• Allow them to talk
• Keep it short – 15 20 min
• Keep it separate from annual
review
• Know your questions
• Act on feedback
The dos and don’ts of Stay Interviews
Why People are
Staying

35. 35
• Don’t use leading questions
• Avoid loaded questions
• Don’t use double barreled
questions
• Don’t use absolutes
DON’T
DO
• Be Clear
• Managers should conduct
• All employees
• Allow them to talk
• Keep it short – 15 20 min
• Keep it separate from annual
review
• Know your questions
• Act on feedback
The dos and don’ts of Stay Interviews
Why People are
Staying

36. How to
Expand the Talent Pool
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37. 37
How to expand the
talent pool
Brand Awareness
Hiring Practices
Recruitment Practices
Flexibility
Looking Internally

38. Consider
38
Brand Awareness
What’s your Calling Card?
Workplace Culture
Benefit Offerings
Values & Behaviors
Awards
Testimonials
Crafting your Employer Brand – How to Stand Out 2022

39. Consider
39
Hiring Practices
Education Requirements
Pay
Signing Bonus
Time off
Parental Leave
Flexible Schedules
Career Pathing
Earned Wage Access
Gig Economy

40. CONFIDENTIAL • For Internal Use Only
40
Applicants
What they want
Where they come from
Populations
Diverse Groups
Generations
Women
Moms
40

41. Consider
41
Flexibility
When you work
Where you work
Who you work with
What you work on

42. Consider
42
Looking Internally
Succession Planning
Career Pathing
Training
Upskilling
Reskilling
Employee Referrals

43. How to
Improve Retention
43

44. Why Retention is Important
44

45. Why Retention is Important
• Cost Savings
• Employee Engagement
• Skilled & Capable Employees
• Customer Service
• Culture
• Brand & Reputation
45

46. Consider Retention Strategies
Culture
Employment Journey
The Employee Voice
Feedback
Communication
Managers
46

47. Cultivate a Culture that Values Employees
Remove obstacles
preventing success
“I feel confident about
the future”
Maximize on Talent
“I feel empowered to
do my job effectively”
Build Trust & Stability
“I feel secure that I am
working for the right
company”
Create a Compelling
Employee Experience
“I feel a sense of
belonging and control”
Train Up Leadership
“I feel valued and
listened to”
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48. Key Moments that Matter
The Employee Journey
DAILY
WEEKLY
MONTHLY
YEARLY
ONCE
Apply for a job
Interview
Get hired
Onboard
Enroll in benefits
Set performance goals
Get paid
Access pay stub
View schedule
Request time off
Clock in/out
Swap a shift
View accrued hours
Take a vacation
Attest to hours
Submit timecard
Request leave of absence
Ongoing training
Take a sick day
Complete assigned tasks
Review performance
Learn and develop skills
Get promoted
Retire
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49. 49
Feeling Heard: Everyone Can Do Better
not heard fairly or
equally
86%
don’t feel heard
on basic topics
75%
underrepresented
not heard equitably
47%
Source: The Heard and the Heard-Nots: Who feels heard in
the workplace — and who doesn’t?, The Workforce Institute

50. Communicate with Me.
One source of truth for all my
communications
Help Me Feel Valued.
I desire an inclusive environment
Give Me a Voice.
I want to feel listened to and
understood
Connect with Me.
Avoid the effects of isolation
or burnout
Communicate in My Flow of Work.
I’m busy and on the go – make it mobile.
Feedback & Communication
50

51. 51
Many employees feel their manager is at fault
My manager doesn’t proactively
seek out my ideas or feedback
39%
My manager doesn’t care about
me as a person
35%
My manager doesn’t take my
ideas and feedback seriously
34%

52. 52
Consider Improving Managers
Training​
Coaching​
Building Trust​
Margin to Manage​
Support​

53. 53
Trends in Talent 2022

54. 54
Trends in Talent 2022
Harvard Business Review 2022
1. Fairness & Equality
2. Workplace Safety – Physical &
Psychological
3. Reduced Work Week
4. Hybrid and Remote Work
5. Managerial Tasks will be Automated
Away
6. Remote Tools to Measure & Improve
Performance
7. Wellness Will be the Newest Metric

55. The HR Transformation Journey:
Optimizing the People Part of Your Business
Automated
• Paperless environment
• Standardize processes
• Disparate systems
Manual
•Paper and spreadsheets
•Complex requirements
•Errors and fines
Strategic
•Integrated systems
•Attract, hire and develop
top talent
•Communication and
collaboration
Data-Driven
•Unified platform
•Actionable data provides
insight
•Measure the impact your
people have
•Employee engagement
and retention
Compliance
Concerns
Centralized
Administration
HR is a
Business Partner
HR is a
Business Leader
55

56. Evolution of
HR Technology
Systems of
Insight
Make us smarter and faster—
making high-quality decisions in context of daily work
Systems of
Engagement
Create technology people want to use
Systems of
Automation
Reduce manual processes—
be more efficient
Systems of
Record
Store a single source of truth about your
people—compliance is key

57. Evolution of
HR Technology
Systems of
Connection
Understand us and anticipate our needs—
systems that reach out to us to make us better
Systems of
Insight
Make us smarter and faster—
making high-quality decisions in context of daily work
Systems of
Engagement
Create technology people want to use
Systems of
Automation
Reduce manual processes—
be more efficient
Systems of
Record
Store a single source of truth about your
people—compliance is key

58. A Better Place to Work
For All Workers
• Ensure a compelling employees
experience.
• Create a culture of trust.
• Offer career pathing.
• Recognize & reward employees.
• Monitor burnout & fatigue.
• Offer flexible work options.
Allow Technology
to Create Margin!
58

59. 59
Additional Resources

60. Thank You!
Teresa Smith
Partner Director
Human Insights and HCM Advisory
teresa.smith@ukg.com
@teresagarrison
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