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foreign
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[Music]
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we are now in the sixth stage of our
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talent management process course
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we have completed five previous stages
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in this task in this journey to ensure
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that our employees are well developed
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well engaged and they are country with
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the best under organization now becomes
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this very interesting question is how do
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we ensure that they are really happy and
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how do we kept them aligned and working
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at Beyond 100 to our company we can see
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this through a concert called employee
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retention that is nurturing the relation
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ensuring that we help them with a very
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interesting value proposition that will
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enlist for the future years or time for
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them in the company how is the finance
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employee retention is defined as an
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organization ability to hold on to its
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employees he's retaining them the first
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two strategies an organization develops
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to mitigate turnover under its processes
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important place to increase the rotation
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of the best top talent that we have
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remember we're developing leaders and we
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don't want to lose our leaders so
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employee retention management is in the
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theory is referred as managing for this
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retention involves a strategies and
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actions to keep them motivated and
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focused so they like to remain employed
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with us they remain to be fully
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productive for the benefit of our
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company a comprehensive employee
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retention program then should be done
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and can play a better role in both
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attracting and retaining our employees
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it also can help in reduced your novel
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and the related cost of replacement all
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of these contribute to organization
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productivity and overall business
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performance it's more efficient to
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retain a Quality Employment employee
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that to recruit another one to retrain
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an order in a replacement in the same
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quality a critical issue that we face is
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the how to represent employees that we
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want to keep we must anticipate shortage
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of overall Talent as we get into new
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areas of business as well as your follow
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employees that don't have or they have
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the specialized competencies need to
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stay ahead of the competition the
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employers that systematically manage
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employee rotation both in good and bad
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times will have a greater chance to
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weather inside are shortages and that's
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really simple you keep a very good pool
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of stuff Talent you will ensure the
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success of your company in any
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competitive situation I have mentioned
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that we have to avoid the true normal
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risk what are the reasons for turnover
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what are the reasons that our employees
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choose to leave us well time change
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sometimes there is a mismatch between
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the workplace environment and what the
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employees want in a global scale these
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gaps result in many employees resigned
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for the jobs and this is particularly
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hard now we're living the pandemic and
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the post-pandemic situation with the
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home office and every processes a lot of
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people is confused they don't see the
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similar expectations that they saw when
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they joined the company there has been
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this connection with the top leadership
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the middle management HR has been
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disconnected so they felt like abandoned
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they felt alone sometimes could be also
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economical reasons than a are looking to
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gain into to be rewarding better if the
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idea is to reduce turnover this is
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necessary to know why the reasons for
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the people switching there could be
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voluntary reasons to live such as taking
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another job where they perceive that
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they will Trader better some others are
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involuntary could be a sickness it could
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be a relocation from the I mean the
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husband and or the wife or probably have
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out when they are late enough their
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personal reasons relocation I have
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mentioned a change of career health
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reasons work life balances this is very
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important particularly now in these GNC
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Generations where you belong as to
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yourself they should relating to learn
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hours and rigidity about work styles of
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location can drive us to seek another
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more flexible or less demanded
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alternatives and remember we are in
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entertainment but sometimes we're at the
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peak of stress incompatibility
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incompatibilities between employer
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employee sometimes could be something
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that we didn't cover quite well in the
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onboarding and the hiring processes they
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explode now World relationships
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individuals may have issues to conflict
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with their managers co-worker
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organization leadership lack of
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opportunities okay they join us they
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perceive that could be opportunities but
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they in the real world they don't see
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that they don't see enough development
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they don't see a career path how many
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times in our hiring discourses we
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promise a fast track we promise them our
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top development by any circumstance
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whether it could be the environment
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where it could be our industry that
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doesn't happen as much as fast as they
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perceive so they are moved to move away
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what happens with even though that we
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have a very good employee engaged but
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there is economy medical reasons they
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are contacted or contracted by someone a
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Headhunter or someone in another company
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that they offer them better payment
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benefits so we need to be sure and the
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only thing is to be in contact with them
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we need to be sure about how engaged are
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they how we are relationing with them
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and we need to establish then a process
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to measure employee retention we need to
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get our understanding of how our staff
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our Workforce works the Dynamics who
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lives and who it stays evaluating them
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and improving employee satisfaction the
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more satisfied a people is that is
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likely they are going to leave us and we
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have to be proactive identify those
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issues before they happen and take
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actions communication communication all
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the time creating an effective employee
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retention strategy Focus particularly in
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what is needed in a specific situation
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have a pool of resources to address some
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issues Financial money and this is a
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very important point for our employer
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plan because that will speak a lot in
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the community how we will keep our
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people happy in the face of any stress
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or any distracting
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so a problem that may happen like the
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pandemi for instance so in order to
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measure retention rates there are
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different criteria like the employee
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rotation rate per category you can redo
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it by per manager pre-department age or
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gender so you do it that by dividing the
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total number of employees minus the
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total number of employees who is living
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and divide that by total number of
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employees times 100 a very basic
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question now very easy remember rotation
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rate by manager is equal the total
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numbers of place per data managers holds
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okay you know minus the number of
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employees who have a lot left that
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department and then you can measure that
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in a particular area why is this
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important because you have to perhaps
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you are having a lot of children in a
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particular area you're not a whole
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department in a particular a managerial
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post when the the leadership is not
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doing completely her his job a balloon
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charity turnover is measured by the
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number of employees who have left
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voluntary in a given period period
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involuntary turnover is a percentage of
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employees who have dismissal layout by
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the Company employee satisfaction rate
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you need to measure the employee
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promoter score any questions like in a
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scale from 1 to 10 How likely are you to
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recommend this organization as a place
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of work based on your experience How
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likely are you going to recommend us as
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your organization to a friend of Khalil
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based in the response in interviews and
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surveys like this you can break down
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into where are they like happy or
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detractors passives and promoters and
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that's a net promoter score let's
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understand and stay here the promoter is
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like a people who is really a passionate
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engage fan of you and you are measuring
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how emotionate how happy and engaged are
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your employees with your brand with your
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company so your measure the percent of
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properties against the percent of the
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tractors okay there are other criteria
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like a average employee tenure the
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higher the average employee tenure the
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more satisfiers employees isn't that
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right well let's check it the original
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player tenure is the total employee time
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for employees divided a total number of
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employees very an average so we can also
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measure the cost of employee turnover
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yes we lost unemployment we have to do a
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lot of activities like hiring retraining
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and we have to collect all the data in
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these stages to have and assign a dollar
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value to them how much is the cost for
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us to replace the loss of an experience
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through no engagement scores that's a
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significant indicator of whether an
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employee intends to stay with a
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conversation question basic is how happy
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are you at this work do you feel valued
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in your role do you feel that Europe is
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allowing you to use your skills are you
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contribute the best that you can do in
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this job do you have a good relationship
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with your manager your boss do you see
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really a career path in the organization
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do you feel the organization problem
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privatize your well-being those are
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questions that we have to do it in a
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survey and also you're not an informal
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informal discussion with our people we
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have also to consider a surveys in job
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satisfaction how satisfied are you with
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your workplace how well do your
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workplace meet your expectations how
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close is your workplace to edl job and
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that's the question we have to also
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consider the Flight Risk what's the
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likelihood to for you to live pay the
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perceived pay below Market change of
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life yes all these questions have to be
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balanced whether informal survey
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questioners and informal discussion you
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have to use quantitative questions like
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that and qualitative discussions
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although the both methods here are use
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remember it has to be done together with
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the HR and the department heads you have
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to work together when is appropriately
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to conduct these questioners these
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discussions what are the benefits to
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have employer retention some experts who
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has a 90 rotation rate is good however
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this is only a benchmark reality is that
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it varies across different companies
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Industries but I will take and tell you
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that in entertainment that 90 rate is
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difficult as we are in Industry where
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our job is very easy to be shown to the
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community you find that this you have
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been awarded one of your employees has
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been awarded by a particular editing or
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a post editing or a photography session
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of course he will be she will be you
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know asked to to live they will be
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challenged so we need to be ready okay
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we have to understand the benefits of
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employee retention it will help us to
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reduce our costs we will increase our
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productivity it will improve the
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employee morale even the people that has
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not been contacted about Outsiders to
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live if they perceive that a company is
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nurturing and taking care by itself for
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to of someone that has it's really it's
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close to live and the company is helping
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that employee that will be communicated
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informally through the organization and
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you will improve your morale you are of
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course another benefit to employee
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rotation is that will give you
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experienced employees instant reason the
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longest employees will remain and
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organization they will be more engaged
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engaged knowledgeable and they will have
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more skills you know how the knowledge
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of the organization the intelligence of
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the organization will be better and of
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course this in turn will be better to
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improve our relationships in our whole
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ecosystem with suppliers customers fans
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and co-workers bottom aim you will have
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a better employee experience remember
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that our job is an experience so let's
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understand there is a symbiotic
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relationship between retention and
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employee satisfaction if we have a
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worker happy and that is fulfilled in
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their needs will have an Engaged
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employee and delivery commitment will be
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increased will have a stronger corporate
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culture I will increase at the bottom
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end our Revenue open communication is
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the base we have to have all 100
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communication with our supervisor and
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employ employees those are signs of
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effective work those initiatives search
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and Forge relations between only thing
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Workforce they are treated well they are
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treated fairly equally with respect and
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this the base for this is you have to
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know your people who there are how many
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times we hire an employee and thereafter
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it passes five six months when the
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leader top leader in relation comes back
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or maybe it's in a business presentation
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where they know that you are in the
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company that are science you have to
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invest in onboarding and relationship
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continuously onboarding you have to keep
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selling in the same way that the
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marketing department has to work to
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engage the customers
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the outside fans you have to be all the
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time engaging and working in boarding
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orientation to your people to your
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internal staff you have to recommunicate
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regularly outline priorities rewarding
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them check their turnover rate you have
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to do it through three ways open
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meetings confidential feedback and
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internal service we have mentioned some
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of the criteria already depending of
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that research you have to establish the
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focus of improvements could be maintain
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optimal on correct string communication
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recognize employees fairly creating
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servant leadership training for
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management boosting transparency and
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accountability for managers decisions
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developing a system for acknowledging
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and act upon the concerns and
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suggestions raised by employees how
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about relationship training not only
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managers and all the people at least
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acquitted to to work in this and they
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say it's because I am introverted is not
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the case ongoing management training or
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levels can reduce they threats have
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employed to remember so you have a
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manager that has been the company for a
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lot of time we have to be sure that he
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has been using all the correct and
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appropriate relationship strategies to
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keep its staff motivated training them
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to focus in building strategy relations
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focusing helping them to prepare the
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following to communicate with Clarity
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instructions support available all the
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times to answer questions give feedback
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and offer a positive order of
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encouragement personal empathy that's
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key maybe you have very a role an
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attitude of a manager that is is and you
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know that is very knowledgeable and he's
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very wise and experience but he is not
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having empathy with the team so you have
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to be sure that then the interest sorry
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the interest of the the manager maybe
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the manager is already building the
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relations with the top box in the
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company top leadership but they are for
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forgetting to keep the relations with
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the team that sustained its achievements
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between the company so how do we work in
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Employee Engagement companies with
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voting relations enjoy many a lot of
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benefits it's easier for them to engage
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motivate understand and keep their
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employees in the account in here it is
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important to have graded employees
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satisfaction increase loyalty reduces
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workplace comp conflicts trust and
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confidence among employees and to
00:16:02
develop a better WordPress culture and
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you will have increased motivation for
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your people it is related to employee
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satisfaction less engaged people is less
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satisfied has improved the companies
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with better employee communication has
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much red high rates of Employee
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Engagement here are a few tips to
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improve some communication with
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employees share review and update
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employee expectations English open
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communication formally and informal to
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identify obstacles how the availability
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in these performance in a theatrical
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stage if we find any barriers if we find
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any difficulties into the the do this
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production they don't neglect consistent
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feedback and recognition set up a space
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in your agenda to talk with the people
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encourage discussion and sharing of the
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thoughts and that is of course you can
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use employee assistance program
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voluntary work based programs that
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offers free and confidential assessments
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short-term Consulting referrals and
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follow-up services to employees to have
00:17:03
Personnel of world relating problems
00:17:05
they are designed to assist employees in
00:17:08
solving personal problems issues like
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alcohol and substance misuse okay but
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they also can use and they can be
00:17:14
expanded to cover abroad range of issues
00:17:17
such a child of Elder Care relationships
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challenges Financial real problems
00:17:22
Wellness matters and traumatic and
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events like workplace violence I can
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remember for instance in our industry
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the case of Ellen DeGeneres you know
00:17:31
that very well-known conductor with the
00:17:34
hair TV show when she was a leader a
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very proactive leader of LGBT community
00:17:40
and he and she was really challenged by
00:17:44
Miss hundred of uh having understanding
00:17:47
the needs of her staff people who need a
00:17:49
child Elder Care time to go off to
00:17:52
attend family issues and she was rated
00:17:54
as a dick detector manipulator and by
00:17:58
not issuing handling that the things
00:18:00
float on the bottom end Ellen DeGeneres
00:18:03
had show had to be taken out of the air
00:18:06
and now she's out of business so
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programs are deliberate no costume
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employees to stand alone vendor
00:18:12
supervisors can help us to understand
00:18:14
health insurance plans take care of me
00:18:17
on that it's an employee benefits
00:18:18
program really that we need to do to
00:18:21
help employees to resolve these issues
00:18:23
we have helped them by providing
00:18:26
recommendations tips timing for them to
00:18:29
understand those personal issues that
00:18:31
can interfere with work performance as
00:18:34
employee employees what they what kind
00:18:36
of support they need
00:18:37
each case is different you have to
00:18:40
consider that your employee assistant
00:18:41
programs will be tailor-made it's not a
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fixed recipe for everyone we have a case
00:18:47
here we in case of a finance advocated
00:18:49
company in the United Kingdom that
00:18:52
defines her itself like a independent
00:18:55
company that specializes in assisting
00:18:57
people to make well-informed decisions
00:19:00
concerning the money it's like a
00:19:01
financial assistant they offer an
00:19:03
employee assistant program to local and
00:19:05
smell medium-sized businesses that are
00:19:07
employed open for employees and their
00:19:09
families they have a
00:19:11
growing body of evidence that anxiety
00:19:14
and finances lead to poor mental
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physical and social well-being as well
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as a low performance in the job so they
00:19:22
measure and they base their business
00:19:24
proposal into Track eight Dimensions of
00:19:27
Wellness like intellectual Financial
00:19:29
occupational social environmental
00:19:31
spiritual emotional and physical so
00:19:34
having this help a financial coach of
00:19:37
Financial Advocate from Outsource can
00:19:40
help your people let's understand we are
00:19:43
not going to be the experts in all the
00:19:45
fields and I recommend you to watch the
00:19:48
video on their proposal this is another
00:19:50
case how the German company Siemens
00:19:52
energy uses an employee assistant
00:19:55
program in this case the energy sector
00:19:58
is going through a major transformation
00:19:59
you know from
00:20:01
combustion diesel carbon tools son okay
00:20:06
or weather like Technologies
00:20:08
sustainability is increasingly in Focus
00:20:10
but sustainability doesn't apply to
00:20:12
climate technology it's not only that we
00:20:15
also need to address in relation to
00:20:16
people the maintain health and work that
00:20:18
means sustainability is in the sense of
00:20:21
does everyone receive the emotional
00:20:22
support they need to be able to continue
00:20:24
their jobs are our current working
00:20:26
practices sustainable Siemens ensures
00:20:29
that the people feel their work in a
00:20:30
mentally healthy environment environment
00:20:32
that they need to help they need to
00:20:34
listen and learn from their employees
00:20:36
the member of the Executive Board of
00:20:38
Siemens explains there is a business
00:20:40
imperative as to why this is important
00:20:42
additionally to the human part of in it
00:20:45
there is an interview an organization
00:20:47
that people wants to come and to be a
00:20:49
part of it we need to be an organization
00:20:52
where people want to stay where people
00:20:54
can come in be through themselves and
00:20:57
then also became their best selves
00:20:58
that's very important how about that
00:21:00
according to the Warhead organizations
00:21:02
of one person in eight lips with a
00:21:04
mental disorder one people in eight
00:21:06
lives with a mental disorder that's
00:21:09
almost 1 billion people but the number
00:21:10
of factors is even higher more than that
00:21:12
mental health War report in 2021
00:21:15
revealed that 76 percent of those survey
00:21:17
had space at least one shift of a mental
00:21:20
health condition a previous year so the
00:21:22
Mind share partnership study found that
00:21:24
in the U.S found in 2020 the 50 percent
00:21:27
of resigning staff seated this as a
00:21:30
reason for living meant health and
00:21:32
prisons stress the purchase on this
00:21:35
scale have implications in any business
00:21:38
and sustainability is not an exception
00:21:41
so why they given the scale of serious
00:21:43
in the decision people reluctant to talk
00:21:44
about it yes unfortunately many people
00:21:46
still feel there is a stigma attached to
00:21:49
mental health and for some of us there
00:21:51
is a fear that Rebel and the struggle
00:21:53
could cause the job of exposing their
00:21:55
weaknesses the stratium Siemens is to
00:21:58
promote a culture when open and honest
00:22:00
dialogue in order to mental heat to
00:22:02
protect employees in those aspects so
00:22:04
they have
00:22:05
assistant programs were confidentially
00:22:08
in professional counseling services
00:22:09
available to staffs in almost every
00:22:11
Market that can be used also in our
00:22:13
entertainment companies we can use this
00:22:16
kind of confidential Services I mean
00:22:19
let's be open with the people you have
00:22:20
any problems in stress drug abuse
00:22:24
alcohol eating disorder psychological
00:22:27
mistreating self-esteem family challenge
00:22:30
all that can be really something where
00:22:33
we can have the idea is we will retain
00:22:35
Our People by caring nurturing our
00:22:38
relations we are going to care for our
00:22:40
people this is the beauty behind that
00:22:43
so I recommend you besides all this
00:22:46
beauty to check all the exercise and
00:22:49
cases that are provided in this stage
00:22:51
ensure to check on the videos and
00:22:54
activities and respond the quizzes it
00:22:56
will help you to get a better
00:22:57
understanding and what is the need of
00:22:59
retention of our people it's not only to
00:23:02
make our figures the best internally in
00:23:04
certain to make us the best company and
00:23:07
to ensure ensure that our steps are the
00:23:10
best prepared and we are having a very
00:23:12
good relations with our Workforce hope
00:23:14
you have understand I hope you have
00:23:17
enjoyed this part see you the next time
00:23:20
thank you
00:23:21
[Music]
