1.
Employee Management
How to maximize your
most valuable asset

2.
What are we talking about?
How to hold employees accountable while at the same time creating
a rewarding place to work.

3.
Why are you here?
So you can learn how to make better decisions for your business.

4.
Who am I?
My name is Maria Mayorga, and I am the strategy
director of Real Green Analytics.

5.
What is RGA?
Real Green Analytics, also known as Coalmarch, is the digital
marketing division of Real Green. We produce BackOffice and
LeadBuilder.

6.
Why are there Legos here?
Because Legos are awesome. Also, we want you to have some fun
today! This is a lot of information, but it doesn’t have to be scary!

7.
Ready to get started?

8.
Hold on to your pants!

9.
Why is this important?

10.
It cost on average $10,000 to replace an
employee. If you can avoid that, this is
why it makes sense.
Source: http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/

11.
What is the largest expense on
your P&L?

12.
Payroll

13.
Turnover is expensive!

14.
For all jobs earning less than $50,000 per
year, or more than 40 percent of U.S. jobs,
the average cost of replacing an employee
amounts to fully 20 percent of the person's
annual salary.
Source: http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/

15.
How do you measure it?

16.
Turnover Rate

17.
Decide your time frame for tracking.

18.
Count the number of employees that left

19.
Calculate the average number of
employees you had during that time.

20.
Divide the number of people who left the
company by the average number of
employees.

21.
Multiply that by 100 to determine the
percentage of turnover.

22.
10 / 40 = 0.25 x 100
= 25%

23.
Retention Rate

24.
The number of employees who remain at
the end of the period divided by the
employees you had at the beginning.

25.
30 / 40 = 0.75 x 100
= 75%

26.
What can you do about it?

27.
1. Be clear on your expectations
2. Train them
3. Review and measure
4. Pay for their performance

28.
Be clear on your expectations

29.
Why is this important?

30.
Employees need to know what is
expected of them.

31.
How do you do this?

32.
1. Identify your company values
2. Create your company vision
3. Set expectations

33.
1. Identify company values

34.
Values give your company
purpose

35.
This drastically changed our hiring
process.

36.
HUPPSA

37.
Well, if you say it like Huzzah, it is
kind of a cheer, and now you are
cool.

38.
HUPPSA

39.
H
Helpful, considerate

40.
U
Upstanding, humble

41.
P
Passionate, hardworking

42.
P
Positive, fun

43.
S
Smart, talented

44.
A
Authentic, honest

45.
Common core values

46.
Values don’t just live in your head. They
should be documented and shared.

47.
Embed the values in how you act and
make decisions.

48.
Reinforce the values.

49.
2. Create your company vision

50.
Do you know what your company vision
is?

51.
Truly great companies understand the
difference between what should never
change and what should be open for
change, between what is genuinely
sacred and what is not.

52.
Two Parts
1. Core Values
2. Future Goals

53.
“Our company is fanatical about our customers and
the services that we provide. Our team members
are grounded with core values of Integrity, Service
& Excellence. Integrity means that we do the right
thing even when no one is watching. Service
means that we offer exceptional service to both our
team members and our customers. “
- Triangle Pest Control

54.
To use our knowledge and experience of inbound
marketing, website design, and marketing strategy
to help our clients succeed online and gain a
greater understanding of how internet marketing
works.
- Real Green Analytics

55.
3. Set expectations

56.
Position Contracts and 90 Day
Objectives

57.
You can’t communicate all of your
expectations in the job description so it
is important you have a position contract
to emphasize the important things.

58.
show example

59.
90 day objectives show employees what
is expected out of them during the first 3
months and the consequences if they
don’t complete everything.

60.
What are the benefits?

61.
Identifying your company values puts
everyone on the same page.

62.
Writing and sharing your company
vision gets everyone at your company
focused on the same thing.

63.
The position contract and 90 day
objectives set your expectations for
each position.

64.
Train!

65.
Why is this important?

66.
Training takes everything we have been
talking about and helps to hold everyone
accountable, from managers to
technicians.

67.
We talk more about training in Business
Operations 201.

68.
Raise your hand if...
you have a company training plan.

69.
How do you do it?

70.
Step 1
Think beyond the normal certifications

71.
Step 2
Create the material

72.
Step 3
Create a training schedule

73.
Step 4
Automate the training

74.
Step 5
Don’t stop training when you get busy

75.
What are the benefits of training?

76.
Helps to ensure everyone is on the same
page with the company vision and
expectations.

77.
Sets the tone for your company

78.
Without training, you are expecting
employees to just do what you expect
without actually knowing.

79.
Review and Measure

80.
Why is this important?

81.
How many of you can remember what
you had for dinner last Wednesday?

82.
If you can’t remember that, how can you
be expected to remember an employee’s
performance without regular reviews?

83.
It is important to review and measure
each employee’s performance
throughout the year so you can see
where they need the
most improvement.

84.
How do you do it?

85.
Measure progress throughout the year

86.
Record incidents

87.
Conduct quarterly and annual reviews

88.
What are the benefits?

89.
As you get larger, it becomes more
important to train your managers how to
manage so that you aren’t involved in
every aspect
of the company.

90.
Give your managers tools to do what
you as an owner can do.

91.
Regular communication helps to make
sure everyone is on the same page.

92.
Regular reviews and inspections show
employees that they need to perform to
your expectations or there will be
consequences.

93.
If a team is truly accountable, members
will identify gaps, learn new roles and
processes, and ultimately build a more
capable team.

94.
Pay for Performance

95.
Why is this important?

96.
We pay for people who bring it, not just
people who show up.

97.
We want to reward our top performers.

98.
Attach the bonus structure to the
companies performance so that when
the company does well, so do the
employees.

99.
How do you do it?

100.
Step 1:
Create position summaries

101.
Step 2:
Teach employees the fundamentals
of business

102.
Step 3:
Identify key performance indicators for
each position to show employees what
is important and expected

103.
Step 4:
Create incentive plans that align
employees performance to the overall
goals of the company

104.
What are the benefits?

105.
Too many employees believe they are
entitled to a paycheck for showing up.

106.
This shows them that they have an impact
on the bottom line of the company.

107.
What have you learned?

108.
You know why it is important to
reduce turnover

109.
You know how to measure
turnover and retention
rates.

110.
You know how to identify your
company values

111.
You know how to train employees,
review and measure them, and
pay for their performance.

112.
THANK YOU!

113.
Maria Mayorga
Strategy Director, Real Green Analytics

114.
Join me for
Turnover Reduction
We’ll talk about sourcing and hiring processes
to find your best employees!

115.
Helpful Books

116.
Get a free assessment
http://www.realgreen.com/experts

117.
Get in touch!
twitter: @mariamayorga1
linkedin: www.linkedin.com/in/mariaemayorga/
email: mmayorga@rganalytics.com

118.
Questions?
Time permitting.