1.
Retaining Top Performers

2.
Madonna Riley
Sr. Corporate HR Specialist
• PHR Certified
• Extensive experience in management and
administration of human resources functions,
including recruitment, hiring and retention
• Part of the pre-opening team of Houston’s biggest and
most prestigious hotel, the Hilton Americas, organizing
a three-day job fair that resulted in nearly 500 hires
and overseeing the successful mass hiring and
orientation of nearly 900 team members
• Received the 2006 Asian Pacific-Islander American
Outstanding Employee award in recognition for serving
her company and community

3.
Agenda
• Workplace Trends
• Why Employees Leave
• Retention Strategies
• On-Boarding
• Performance Management
• Employee Relations
• Training and Development
• Compensation and Rewards

4.
Workplace Trends
• Diversity
• Generational Differences
• Shrinking Labor Force
• Technology
• Demographic Trends
• Change in Priorities

5.
Why Employees Leave
• Poor working conditions
• Lack of appreciation
• Lack of support
• Lack of opportunity for advancement
• Inadequate compensation

6.
Retention Strategies
• Environmental
• Relationship
• Support
• Growth
• Rewards

7.
Retention Strategies: On-Boarding
• Continues past traditional orientation
programs
• Leadership assessment, development and
coaching
• Business process

8.
Retention Strategies: On-Boarding
• Promotes early employee engagement
• Can learn best practices from other
organizations
• Gain fresh view of business landscape

9.
Retention Strategies: On-Boarding
• Detailed and relevant company
information
– Marketing materials
– Employee handbook
– Benefits information
• Customize employee package
– Welcome letter
– Job description

10.
Retention Strategies: On-Boarding
• Be prepared
– Inform staff
– Welcome sign
– Set-up work area
– Tools and supplies
– Paperwork
– Schedule training
• Email agenda

11.
Retention Strategies: On-Boarding
• Consistent application to all new employees
• Take advantage of enthusiasm
• Positive experience
• First day on the job
• Spread out over a number of days
• Three-step process

12.
Retention Strategies: On-Boarding
• Welcome and introductions
• Site tour
• Mentor / “Buddy” system
• How things are done
• Administrative issues
• Do not cram information

13.
Retention Strategies: On-Boarding
• Department structure
• Functional responsibilities and accountabilities
• Team / Department expectations
• Role in team’s and company’s success
• Career paths and opportunities

14.
Retention Strategies: On-Boarding
• Mission, Vision and Values
• Organizational goals and strategies
• Successes
• Competitors
• Company culture
• Policies and procedures
• Terminology

15.
Retention Strategies: On-Boarding
• Longest stage
• Provide ongoing care and sense of security
• Monitor performance against role
expectations
• Demonstrate commitment
• Extend stage until employee’s first year
anniversary

16.
Retention Strategies: Performance
Management
• Monitors results
• Evaluates performance
• Determines achievement of goals
• Must be well-designed
• Can be a problem if not done right

17.
Retention Strategies: Performance
Management
• Identifies strengths and weaknesses
• Aligns goals
• New ideas and improved methods
• Accurate employment- and compensation-
related decisions
• Minimize risks of discrimination, equal pay,
and wrongful discharge claims

18.
Retention Strategies: Performance
Management
• Essential functions and qualifications
• Observable and measurable goals
• Emphasize the positives
• Review goals and expectations; ensure
understanding
• On-going

19.
Retention Strategies: Performance
Management
• False sense of comfort
• Perceived as adversarial
• Promote biased opinions
• Poor morale
• Legal complications

20.
Retention Strategies: Employee
Relations
• Develop the boss
– Management By Wandering Around (MBWA)
– Working side by side
• Listen / Communicate
– 50/50 meetings
– Exit interviews

21.
Retention Strategies: Employee
Relations
• Respectful work environment
• Work / Life Balance
– Non-work priorities
– Work scheduling options
• Corporate responsibility
– Meaningful company mission
– Giving back to community

22.
Retention Strategies: Training
and Development
• Needs assessment
• Management support
• Personalize
• Effectively budget training
• Monitor completion

23.
Retention Strategies: Training and
Development
• Succession planning
• Mentoring
• Increase job satisfaction and morale
• Competitive edge

24.
Retention Strategies: Compensation
and Reward
• Beyond straight salary
• Align rewards with performance
• Measure
• Track
• Comply with government regulations

25.
Retention Strategies: Compensation
and Reward
• Incentive plans
• Benefits package
• Employee recognition
• Use creative rewards and recognition

26.
Retention Strategies: Why Your
Organization Needs It
• Attract best available talent
• Retain top performers
• Reduce turnover
• Create competitive advantage
• Become employer of choice in
market space

27.
Question and Answer

28.
Thank You
G&A Partners is a Houston-based HR and administrative
services company that manages human resources, benefits,
payroll, accounting and risk management for growing
businesses. G&A maintains offices in Houston, Dallas, San
Antonio, Austin, College Station, Corpus Christi, Chicago,
Arizona and Utah. For more information about the company,
visit www.gnapartners.com or call 713.784.1181