1. Did you know? 79 % of organizations report difficulty finding qualified employees for high-skill and technical positions (Talent Management magazine) 17 % of COOs at high-tech companies said they were well-positioned to attract and retain talent (Accenture, December 2010) 84% of people already employed are open to a new job at another company if offered in 2011. This number is up from 60% the previous year, and it is the highest percentage ever recorded. (Manpower, Jan 2011) The presentation will start shortly…

2. The 7 Steps to Attract, Motivate and Retain Top Talent June 15, 2011 Chason Hecht, President Sponsored by:

3. Who is Retensa? Internationally recognized as employee retention experts by:

4. What does Retensa do? Retensa combines social science and web-based technology to develop, motivate, and retain a organization’s best employees. Retensa builds solutions and metrics to help firms reduce employee issues and create a high-performing workforce. What is Retensa’s Vision? To create workplaces where every employee is engaged by what they do, andinspired by who they work for. www.retensa.com (212) 545-1280

5. Objectives of this Webinar Understand and establish employee retention strategies at your organization Measure the impact of employee turnover on your organization’s bottom line Compare your organization’s HR Practices with others competing for the same candidates Pinpoint why employees Join, Stay, and Leave your organization Create action plans and tools that are tailored to your workplace

6. Employee-Organization Barrier Permeable --------------------------------------------------------- Immune

7. Employee Retention GOAL: Employees stay because of the value they receive, and you value their contribution Why is Retaining High Performers still a challenge? Retaining individuals, who you want to work in your organization, to be loyal and motivated to work in your organization.

8. Top Talent Realities Population Forecast Skills Gap Education requirements Global demand Challenges in Employee Retention

9. Cost of Turnover Extensive research estimates turnover cost for one employee is 20 – 200% of annual salary. Figures above used $42,500 Avg salary and 25% cost = $10,625/employee

11. Benchmark Metrics What is important to Executives? What is important to line managers? What does the organization already measure? What do executives want to improve/increase or reduce/decrease? How are managers’ successes measured? How will your success be recognized?

12. Employee Turnover Employee turnover rate: the ratio of the number of workers that separated in a given time period (usually one year) to the average number of workers during the same period. # of separated employees Turnover Rate = --------------------------------- average # of employees Who leaves your organization? A specific title, generation, location?

14. Identify the Root Causes

15. Identify the Root Causes Why Employees Stay Recruitment Strategy Motivation Strategy Retention Environment Attraction Strategy Why Employees Leave Why Employees Join

17. Framework for Talent Management

18. Demotivating Factors Unclear "Rules of the Game" Lack of Priorities/Goals Lack of Success: Overwhelmed by Complexity/Quantity of Work Not Feeling Responsibility for the Job No Challenge in Work Breakdown of Manager-Employee Relationship Problems with Physical or Emotional Health False Perceptions (others’ salary, career opportunities, future, etc.) Poor Work Environment Insufficient Training Poor Interpersonal Relationships Belief that They do not Make a Difference

19. Rewards and Recognition

21. Prioritize Solutions Establish Cost/Benefit Analysis for each Action Plan Identify all possible solutions What does each solution cost? What does each solution generate/save? How long does each solution take to produce results? Associate Benchmarked Metrics Establish buy-in and budget from Leadership

24. Deliver the truth (Good, Bad, and Ugly)

25. Present the outcomes that solutions deliver

26. Present solution optionsCritical Success Factors Develop a one-page workforce strategy/blueprint Establish clear goals for each phase Correlate solutions with data (quantitative + qualitative) Change before you have to

28. Integrate Solutions “Automating” Retention Practices Include manager suggestions Include manager accountability (rewards/compensation) Identify and empower champions Recognize retention goals Continuous employee feedback

30. Retaining your Best Employees

31. Q & A Disclosure: “This presentation is not endorsed by Empire BlueCross BlueShield. The presentation contains proprietary information and any redistribution or other use is strictly forbidden. Not for distribution to the general public; nor for solicitation purposes.”

33. Chason Hecht, President, Retensa

34. Gretchen Shugart, CEO, TheaterMania