| Ka-ching, Ka-ching, Ka-ching. You can just hear the ringing of cash registers every time a valuable employee leaves your company. The hard costs of recruiting replacements and training new hires are easy to see. But it’s easy to overlook the staggering “soft” costs of high attrition – brain drain, diminished morale and productivity declines as the organization adapts to new people who are scaling the learning curve. Yet many organizations do nothing to manage turnover. And those that try are often frustrated because they tend to implement one-size-fits-all solutions such as, say, “Management Training.” These solutions don’t work because the reasons for turnover are usually company-specific. People leave either because they’re unhappy with your company, or because there’s a competitor out there that’s doing something really special and has become a “talent magnet” for your industry.
The good news is your company can become a talent magnet too. The key, as our speakers Jim Kochanski and Aaron Sorensen will explain in this conference, is to acknowledge that you’re engaged in a battle to retain top talent. When you do that, your approach to turnover completely changes, and you start to consciously manage it. Instead of seeking out one-size-fits-all solutions, you start by finding out the real reasons people are leaving YOUR company. That paves the way for organization-specific solutions that really work, and help you create an environment employees will never want to leave.
Participants will learn how to:
- Diagnose initial symptoms of a turnover problem
- Drill down into the real rates, locations and costs of turnover
- Use accurate costing of turnover to focus the diagnosis of true causes of turnover
- Identify and measure the true turnover causes
- Create cures for turnover that leverage organizational strengths
- Build a business case for targeted turnover reduction initiatives
- Implement turnover cures that will stick and stay
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