Employee Retention and Motivation Through Leadership

© 2006 Focus One Limited. All rights reserved.
Name of your presentation

Name of your presentation
© 2006 name of company. All rights reserved.
Overview of day
• What’s driving Retention and turnover?
• Understanding Engagement
• Finding Motivating Factors
• Key leadership factors in Retention
• Making retention an priority
• Loyalty Factors
• Increasing Passion
• Wrap Up

© 2006 Focus One. All rights reserved.
Employee retention can be defined as the effort
by an employer to keep desirable
workers in order to meet business
objectives.
Turnover, on the other
hand, is most often used to describe
the unplanned loss of workers who
voluntarily leave and whom employers
would prefer to keep.
Employee Retention and Turnover

On a global scale, “the major social crises of the
twenty-first century will be the byproduct of labor
shortages”
………..Hewitt, 2001

China’s baby boomers are producing children
significantly below the rate
necessary to maintain the country’s population;
the rate required is 2.1 children per mother compared
to the actual rate of 1.3.
In just 10 years, the working
population in China will begin to shrink
……..Kahn, 2004

What drives Employee Commitment
in Hong Kong?
1. Passion for job
2. Leadership
3. Comp and benefits

…….Talent Keepers
Training of leaders in retention t leadership
competencies
Leader accountability for retention
Mutual commitment building between team
members and the leader
Mentoring programs
Job skills training and retraining
Competitive pay
Innovative reward program design
Overall benefits package (e.g., health insurance,
stock options)
Career development and pathing
More appealing and welcoming environments 2
Ratings Key:
1 = not effective
2 = somewhat effective
3 = effective
4 = very effective
Importance Of Main Retention Factors

Key Retention Factors
Organization
Peers
Pay
Benefits
Rewards
Policies
Programs
Industry Status
Company Performance
Job
Training
Schedules
Promotions
Environment
Passion
Type Of Work
Tasks
Leadership
Management
Leadership
Coaching
Trust
Vision
Values
Change
Empowerment
Teamwork
Organization and the first part of the Job factors are a given.
The second part of job factors and leadership is the area where
organizations now need to focus.
This is what we call MOTIVATION & ENGAGEMENT
Leadership
Coaching
Mentoring
Trust
Vision
Values
Change
Empowerment
Teamwork
Job
Training
Schedules
Promotions
Environment
Passion
Type Of Work
Tasks

“Engagement is a mutual contract between
the employee and the employer. Employers have
a responsibility to train leaders and build a meaningful
workplace, and employees have a responsibility
to contribute to an engaging workplace”
(Towers Perrin Talent Report, 2003).
MOTIVATION & ENGAGEMENT

MOTIVATION & ENGAGEMENT
Leaders must be equipped with the leadership
retention and engagement competencies critical
for creating committed workforces.

How do you get employees
motivated and engaged?
………….Focus on getting them passionate about their
jobs and lead them adeptly

Motivation & Engagement

“Research indicates the that enjoyment
of various aspects of a job is highly
correlated with good performance”
…………..Dan Harrison
Motivation and Passion for job

Motivation and Passion for job
Don’t Enjoy
Do It Less
Don’t Get
Better
Negative
Feedback
Enjoy
Activities
Do It More
Get Better
Positive
Feedback
Harrison Assessments

Every effective leader I've known is
passionate about what he or she is doing.
The time and energy devoted to work
demand a commitment and conviction
bordering on love.
…. Warren Bennis

The number one reason why people thrive in an
organization is their immediate supervisor and it's
also the number one reason they quit.
……….. Gallup Organization

……..people leave managers, not companies
……..what people want is fairness, care, concern and trust
……..it’s about relationships
.….…the most important element in retention is the leader
Leadership and Retention

Leadership Competencies Are
Numerous….
Which Are Critical For Retention?
Planning
Creativity
Vision
Values
Ethics
Command and Control
Change
Forecasting External Factors
Time Management
Talent Selection
Talent Development
Process Improvement
Risk Management
Innovation
Professionalism
Cross Cultural
Networking
Work Directing
Leadership factors
Leadership competencies
Decision Making
Planning
Problem solving
Managing power and
influence
Performance Management
Coaching
Mentoring
Counseling
Delegating
Empowerment
Selling
Negotiation
Budgeting
Financial Mgt
Customer Focus
Building Trust
Communications
Conflict Management
Listening
Motivating others
Feedback
Valuing Diversity
Facilitation
Meeting Management
Project Management
Team Building
Strategic Thinking
Thought Leadership
Interpersonal Skills
Flexibility

A leader has the responsibility to practice two types of leadership;
Organization driven leadership and Individual driven leadership
INDIVIDUAL
• Coaching / Mentoring
• Empowerment
• Results
• Relationships
Critical Leadership and Retention Factors
ORGANIZATION
• Purpose
• Vision
• Values
• Team

Purpose
Purpose has become part of our daily
vocabulary. And is helping to validate our
current activities and focus our future plans
……Marge Maisto

• Providing purpose. Effective leaders bring passion, perspective,
and significance to the process of defining organizational purpose.
• Meaning and direction to daily work
Purpose

"There's nothing more demoralizing than a
leader who can't clearly articulate
why we're doing what we're doing.“
--James Kouzes and Barry Posner
Vision

• Clearly set organizational direction
• Display and reflect the unique strengths, culture, values, beliefs
and direction of the organization;
• Inspire enthusiasm, belief, commitment and excitement in company
members;
• Help employees believe that they are part of something bigger than
themselves and their daily work;
• Be regularly communicated and shared;
Vision

Values
A values-based culture actually empowers
employees by setting standards of behavior and
establishing expectations that employees must live
up to This provides leadership with the confidence
that everyone in the organization will act according
to those values, both inside and outside the
company.
………Terry Broderick

• Corporate values
• Group Values
• What we stand for
• Values make up the culture
Values

Team
If you want team building to work, it's not enough to
tell them that they are a team and must perform as
one. You also have to show the members of the
team that it benefits them personally.
……F. John Reh

• Building spirit and cohesiveness
• Communication
• Meetings and face to face interaction
Team

"Leadership is not magnetic personality-that can just as well be a
glib tongue. It is not "making friends and influencing people"-that
is flattery. Leadership is lifting a person's vision to higher sights,
the raising of a person's performance to a higher standard, the
building of a personality beyond its normal limitations."
……….Peter Drucker
Coaching / Mentoring

Coaching / Mentoring
• Feedback
• Performance / results
• Encouragement / recognition
• Knowledge transfer

“In actual fact, real empowerment is a most natural state of
affairs: people know what they have to do and simply get on
with it, like the worker bees in a beehive. Maybe the really
healthy organizations empower their leaders, who in turn
listen to what is going on and so look good.”
Henry Mintzberg
Empowerment

Empowerment
• “own their own jobs”
• company and job specific
• requires active role of leader

Results
Results-oriented leaders see themselves as catalysts. They
expect to achieve a great deal, but know that they can do
little without the efforts of others. They bring the zeal,
resourcefulness, risk-tolerance -- and discipline -- of the
entrepreneur to every effort of the organization.
……..Warren Bennis

• Performance
• Bias toward action,
• Risk, curiosity, and courage
• Confidence and creativity
• Change and Innovation
Results

Relationships
Exemplary leaders create a climate of candor
throughout their organizations. They remove
the organizational barriers -- and the fear --
that cause people to keep bad news from the
boss
…..Warren Bennis

•Trust
•Authenticity
•Reliability and consistency
Relationships

“Improving retention requires transferring part of
the responsibility from HR to leaders”
…. Talent Keepers
Implementing Retention
through Motivation and Engagement

…………Loyalty will change over time -- relates to personal
values
…………..People are becoming more loyal to their careers than
their employers
Loyalty Factors
Loyalty Factors are the key which will keep the individual
engaged and motivated with the organization and discourage
him or her from tipping to departure.

• Need to be identified for each individual
• Skilled coach can help to identify
• Leader / peers can uncover
Identifying loyalty factors

What do you like about your work with the company?
What bothers you about your work or career?
What are the important factors that will keep you in the company?
Under what conditions might make you look seriously at other
opportunities?
Loyalty factor questions

What Matters to Employees
Top Responses
• In the last seven days, I have received recognition or praise
for doing good work
• At work, my opinions seem to count
• There is someone at work who encourages my development
• This last year, I have had opportunities at work to learn and
grow
• In the last six months, someone at work has talked to me
about my progress

Yahoos
(love doing)
o
o
o
o
o
%of time______
Ho Hum’s
(just okay)
o
o
o
o
o
%of time______
Bohoo’s
(Hate doing)
o
o
o
o
o
%of time______
Where are your
now?
Where do you want
to be?
Getting More Passion In Your Day
Yahoo’s % Ho Hum’s % Booboo’s %
Copyright © 2003-2007 by FocusOne Ltd.

Continuous Motivation Checklist
for Optimum Retention
Identified Motivating Factors
Understand Yahoo’s, Ho Hums & Boohoos in current job
Leaders educated on key retention factors for your organization
Retention leadership skills identified for your organization
Leadership is training on key leadership retention competencies
Leadership is implementing coaching program
Leadership is consciously building relationships
Team building programs in place
Corporate & Group Vision, Values and Purpose articulated and actions executed
Competitive compensation and benefits in place
Training plan in place
Active Career Development plan being executed
Loyalty factors identified

“When people are encouraged to do the work they enjoy,
and inspired by their superior in a harmonious team
environment, the results are borne out through improved
motivation, engagement and results”
Continuous Motivation Checklist
for Optimum Retention

• Leadership competencies
• Motivation programs
• Coaching Programs
• Executive Coaching & Mentoring
• Vision, Values, Purpose workshops
• Executive Teambuilding
At FocusOne, we can help you improve
your retention results:

Employee Retention and Motivation Through Leadership

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