A short presentation for business leaders who want practical ways to stop losing talented people. From Omnicor - Evidence Based Organisational Development Solutions

1. Keep your best people
A talent retention
approach that works
from Omnicor
Organisation Development Solutions

2. Do you know which of your workers really are talented?
What are the forces holding or repelling your best people in each unit?
What percent of your best talent is vulnerable to poaching
How is that percentage changing over time?
Where are your key areas of talent instability?
Who are your best managers of talented people?
How skilled are your managers at retaining their talented people?
Who is poaching your key talent?
What outside forces are seducing people away from your business?
What internal forces are pushing good people away from your business?

3. If you don’t have answers to these questions
you might be in for trouble when the post-
recession upswing causes your best people to
review their career options…
www.omnicor.eu

4. Talented people join good brands and then
they leave poor managers

5. If having talented people is important to your business
Shouldn’t you be giving your managers detailed, specific knowledge
about what they’re doing well or badly about managing talent?
Shouldn’t you train your managers to be more alert and skilled?
Shouldn’t you nurture the talent management skills of your leaders?

6. Of course your answer is yes to all of these
issues but you are under pressure to deliver
all kinds of results and the fact is that the few
talent retention tools you have aren’t specific,
aren’t trackable and aren’t working.

7. At Omnicor we have developed a unique set
of services to…
Give you a precise view of who is talented or has the potential to be.
Create a map of talent stability/vulnerability in your firm & sub-units.
Identify the success strategies of your best talent-managers.
Identify specific behaviours your weak talent-managers must change.
Deliver fact-driven, high-impact small-group training with managers.
Monitor and adapt your talent engagement results.

8. Moderately engaged group
Highly engaged group
Disengaged group

9. Is it good that you’ve only got a 10% annual
staff turnover?
Well no!
not if it’s your talented people leaving!

10. Who do you need to retain?

11. What is talent in your business..
Personally driven to succeed
Remarkable skillset
High social & organisational reading
Higher than most intellectual capacity Loyal to the mission, project
or leader more than the firm
Disproportionate value contribution High potential to derail
Makes more out of available resources May be perceived as arrogant, destructive, selfish
Demands strong and clear leadership
Views the firm as a resource provider
Tough on intellectual non-equals

12. Why committed and lion-hearted people leave

13. Summary Talent Engagement Factors
Organisational Push Factors:
How your business & management actively undermines the
engagement of good employees.
Factors include, inappropriate boundaries between employees
and the organisation and the degree to which talented employees
can find personal fulfillment in their careers.
Plus talented employees demand to work in
Teams that reflect their personal values – get
this wrong and they’ll be gone

14. Summary Talent Engagement Factors
Talent Magnetism
The talent “stickiness” of your
organisation.
Once talent is engaged, these factors
underscore the value employees experience
in their careers.
Examples include the degree of personal-
organisation values alignment, and the
degree to which talented people are excited
by membership of productive teams. Also
how prestigious is your brand? Can people
be proud of their employer?

15. Summary Talent Engagement Factors
Talent Investment and Development:
To what extent your talented people feel you are investing
in their growth. High potential employees develop,
through formal and informal training opportunities and
stretch activities.
This factor also measures the degree to which talent is
celebrated and recognized in the organisation. Examples
include formally recognizing achievement, and the extent to
which talent is developed through emphasizing the impact
it makes on an organisation’s success.

16. Summary Talent Engagement Factors
Independence
Your talented employees want to function more
autonomously than most, and they require independence
and freedom from being managed.
This factor includes elements such as the freedom from
micro-management and the ability to choose one’s own way
of working within the organisation.

17. We have developed a set of tools that work together
or individually to give your business a leading
advantage over your competition on the issue of the
talent challenge.

18. Four tools for effective talent management
1. Talent Assessment 3. Manager as Talent Firewall -
Assess your people to spot the talent - Training
and the potential hidden across Use the data to train your managers
your business. Talent is not the how to defend the organisation
same as performance – it is against unnecessary talent loss.
defined according to your Use the evidence to provide
business vision and values as well managers with the motivation,
as individual performance knowledge and the specific skills
they need
2. Online Talent Engagement
Survey 4. Online Exit Survey
Use our online Talent Engagement Use our Online Exit Survey to track and
Survey every eight months to learn from every person who
discover and track your leaves, to find out the truth about
disengagement risks, by why you lost them and to provide a
companies, divisions and laser specific source of data for
managers action and training

19. And the cost?
The total annual cost to use all four elements together
across your whole business is less that the cost of
losing one senior, talented person!
Use this process company-wide to manage your
talent retention risk and to save millions!

21. jashton@omnicor.eu
for a no obligation conversation about how to manage
your company’s talent retention risk