2. CONTENTS
3-4 Introduction
5-6 Fundamental questions to start with
7-8 Measurements
9-10 Costing employee turnover
11-13 Improving retention rates
14-16 Review the data
17-18 Stay interviews
19-20 Questions around commitment
21-22 Generational differences
23-24 Maternity leave
25-27 Engagement, motivation and recognition
28-29 Organizational aspects to consider around retention
30-33 Employee value proposition
34-36 Ways to guarantee resignations
37-39 Ways to minimize attrition
40-41 Management involvement in orientation
42-46 The situation in Asia
47-48 Retention strategies
49-50 Conclusion, summary and questions
Page 2
4. Page 4
Introduction to Toronto Training
and HR
Toronto Training and HR is a specialist training and
human resources consultancy headed by Timothy Holden
10 years in banking
15 years in training and human resources
Freelance practitioner since 2006
The core services provided by Toronto Training and HR
are:
Training event design
Training event delivery
HR support with an emphasis on reducing
costs, saving time plus improving employee
engagement and morale
Services for job seekers
10. Costing
employee
turnover
• Administration of the
resignation
• Recruitment
and selection costs,
including administration
• Covering the post during
the period in which
there is a vacancy
• Onboarding and
orientation training for
the new employee
Page 10
12. Improving
retention rates
1 of 2
• Job previews
• Make line managers
accountable
• Career development and
progression
• Consult employees
• Be flexible
• Avoid the development
of a presenteeism
culture
• Job security
Page 12
15. Review the
data 1 of 2
• Turnover by gender and
age
• Turnover by age and job
function
• Turnover by specific
reason and gender
• Turnover by voluntary
and involuntary
Page 15
16. Review the
data 2 of 2
• What do employees
really want?
• Why do employees really
leave?
Page 16
35. Ways to
guarantee
resignations
1 of 2
• Treat everyone equally
• Tolerate mediocrity
• Have dumb rules
• Don’t recognize
outstanding performance
and contributions
• Don’t have any fun at
work
• Don’t keep your people
informed
• Micromanage
Page 35
36. Ways to
guarantee
resignations
2 of 2
• Don’t develop an
appropriate attrition
strategy
• Don’t undertake stay
interviews
• Make the onboarding
program an exercise in
tedium
Page 36
38. Ways to
minimize
attrition
1 of 2
• Take and stay in control
of your team
• Share your desire,
purpose and vision
• Let only positive people
join your team
• Your attitude is
contagious so keep it
positive
• Don’t waste your time on
people who don’t want
to be there
Page 38
39. Ways to
minimize
attrition
2 of 2
• Do what is right
• Respect everyone’s
opinion
• Focus on the strengths
of each person
• Communicate,
communicate,
communicate!
• Have fun and enjoy the
ride!
Page 39
41. Management
involvement
in orientation
• You were carefully
chosen and we’re glad
you’re here
• You’re now part of a
great organization
• This is why your job is so
important
Page 41
43. The situation
in Asia 1 of 4
• Attraction
• Selection
• Positions that were
difficult to retain
Page 43
44. The situation
in Asia 2 of 4
STEPS TAKEN TO IMPROVE
RETENTION
• Increased pay
• Improved benefits
• Increased learning &
development opportunities
• Made changes to improve
work-life balance
• Revised the way people
are rewarded so their
efforts are better
recognised
Page 44
45. The situation
in Asia 3 of 4
STEPS TAKEN TO IMPROVE
RETENTION (CONT.)
• Improved employee
involvement
• Offered
coaching/mentoring
schemes
• Improved line managers’
people skills
• Improved physical working
conditions
Page 45
46. The situation
in Asia 4 of 4
PER COUNTRY
• China
• Hong Kong
• Malaysia
• Singapore
• South Korea
• Taiwan
Page 46