Professional Services Agreements in Construction Live Webinar

Minimizing Turnover and Understanding the Costs (OnDemand Webinar)

$149.00

SKU: 410104EAU

Description

Learn new ways to help your associates innovate more, produce more, and have more fun.Research has shown that employee turnover costs can equal up to onethird of an employee’s annual salary. That means losing a team member making 50,000 per year can cost you as much as 16,666 for just one employee. Ouch. The irony is, much of this cost can be prevented. What do Marriott, USAA, Cisco Systems, Kronos, St. Jude Children’s Research Hospital, and Southwest Airlines all have in common? They have company cultures in which employees love to come to work, and they regularly appear on Best Places To Work lists published by Fortune, Glassdoor, Forbes, and Inc. Magazine. These companies consistently have lower employee turnover rates and significantly higher profits than their competitors. I know what you’re thinking. These companies may be awesome, but you do not have the power the CEOs of these companies have to create such cultures. It does not matter. Pay, perks, gourmet cafeterias, and onsite ping pong tables have little to do with it. How you lead your employees, however, does. This webinar will show you how to lead your team like Best Places To Work companies are led so they will work harder, enjoy their jobs more, and stay loyal longer.

Date: 2022-10-12 Start Time: End Time:

Learning Objectives

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Lessons Learned From Google® and Other Best Places to Work

How to Motivate Your Team Without Money

How to Become the Manager Everyone Wants to Work For

Lessons Learned From the Worst Manager You Ever Had

Getting Bad Apple Employees Back on the Company Bandwagon

Performance Feedback Do’s and Don’ts: Strategies to Maintain Morale

The Biggest Killers of Employee Trust and How to Avoid Them

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AIPB ,ASA ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.

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Larry Johnson-Johnson Training Group LLC

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Professional Services Agreements in Construction Live Webinar

Minimizing Turnover and Understanding the Costs (OnDemand Webinar)

$209.00

SKU: 406957EAU

Description

Why Do Employees Leave and What Are the Costs of Turnover?A recovering U.S. economy means a healthy job market. This leads to rising employee turnover and many challenges for employers and managers that find themselves in a war for talent. Learn how to take the necessary steps to identify problem areas, reduce turnover and increase retention and productivity. This topic will assist organizations in determining reasons why they have employee turnover, identifying the costs of turnover, effective retention, performance improvement and compensation best practices in reducing this turnover.

Date: 2019-10-29 Start Time: End Time:

Learning Objectives

Why Do Employees Leave?
• Work Satisfaction – Mismatch Between Skills, Job and Company Culture
• Work Relations (Inadequate Supervision)
• Value Proposition (Unequal or Substandard Wages)
• Operations (Substandard Equipment, Tools, Facilities)
• Lack of Advancement or Personal Professional Growth
• Work Life Balance

What Are the Costs of Turnover?
• Productivity
• Hiring and Training Costs
• Employee Morale and Engagement

How to Reduce Turnover and Retain Top Performers
• Make the Right Hire Through Effective Recruiting, Screening and Interviewing
• Listen and Take Action on Employee Engagement Survey Results
• Manage Performance Through:
• Effective Goal Setting
• Timely Feedback
• Provide Development Opportunities
• Ensure Compensation Is Aligned With the Work Being Done
• Align Pay for Performance
• Educate Your Team on the Company’s Compensation Practices
• Provide HR With Accurate Job Descriptions to Ensure the Job Is Appropriately Priced to Market
• Maintain a Pulse on What the Market Is Paying for Jobs Managed
• Communicate Effectively and Frequently

How to Prepare for Turnover
• Have a Succession Plan in Place for Key Roles in Your Department:
• Determine the Impact of Each Position on Your Department and Ultimately the Organization’s Success
• Determine the Vacancy Risk of Those High Impact Positions (e.g., Retirement, Employee’s Marketability, Life Events)
• Identify Possible Successors and Provide the Critical Experiences and Development Opportunities to Prepare for the Role
• Know What the Market Is Paying for Like Positions

No Credit Available

Tara Morey-Findley