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Why your best employees leave

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@PeopleSparkHQ … and what to do about it Why your best employees leave Why your best employees leave


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Gallup recently surveyed 7,200 adults who had left a job at some point


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… and 54% of them left for the same reason


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It wasn’t their pay


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It wasn’t their pay It wasn’t boredom


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It wasn’t their pay It wasn’t boredom It wasn’t a better job offer


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It wasn’t their pay It wasn’t boredom It wasn’t a better job offer It was their manager


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So what can you do to prevent your best people from leaving?


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We’re glad you asked...


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“The survey found that workers feel like they’re given little guidance for understanding what’s expected of them.” Lauren Weber, Wall Street Journal


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Employees with managers that helped set their work priorities were much happier and less likely to leave


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Here are 6 tips to help your employees set their work priorities:


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[1] Give them S.M.A.R.T. goals S.M.A.R.T. goals are Specific, Measurable, Achievable, Relevant and Time-Bound. Let them know what you need done and by when.


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[2] Tell them why Charlie Munger is Warren Buffett’s right hand man. His driving principle is that everyone must understand why a goal is important before committing to it. He will even go as far as firing managers who delegate goals without first explaining the why.


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Charlie Munger Warren Buffett


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Don’t wait until the end of the month or quarter to do a formal check-in or one-on-one. Every few days, send a short email asking how they’re progressing and if there’s anything you can do to help. [3] Check-in every few days


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Explain how their goals map to your goals, which map to the overall company goals and objectives. Seeing the bigger picture will give their work meaning and significance. [4] Show them the bigger picture


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No manager works alone and no department should be a silo. Share the goals of your direct reports amongst each other and encourage them to collaborate and assist each other regularly. [5] Share goals amongst the team


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Stretch goals are important, but they should be seen as “in addition to” goals, not “must complete” goals. Reward big stretch goals with an appropriate bonus, like a paid holiday or gift cards as appropriate. [6] Stretch, but not too much


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Give them S.M.A.R.T. goals Tell them why Check-in every few days Show them the bigger picture Share goals amongst the team Stretch, but not too much Here they are again:


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Learn how to build an incredible company culture - follow us: Twitter Blog Slideshare Before we continue...


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Regular communication was also key to driving high engagement and reducing voluntary attrition


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“Gallup found that workers whose managers hold regular meetings are three times more likely to be engaged... Workers said they want to be in contact with bosses on a daily basis, and not just about sales targets or an upcoming presentation: they want their manager to take an interest in their personal lives, too.” Lauren Weber, Wall Street Journal


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“Clarity of expectations is perhaps the most basic of employee needs and is vital to performance” Gallup Study Source: http://blogs.wsj.com/atwork/2015/04/02/what-do-workers-want-from-the-boss/


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Are you in frequent communication with your team and do you give them guidance on what’s expected of them? Question:


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Surveys Ideas & Feedback Insight Request an invite Retain your best people Listen to your employees and reduce voluntary attrition with PeopleSpark - the employee feedback platform.


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Learn how to build an incredible company culture - follow us: Twitter Blog Slideshare


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