development solutions - developing people to deliver results


Management
Development

To remain competitive today, you have to hire truly talented people and then you have to keep them.   Turnover is not only costly in terms of replacement expense; it impacts productivity and it is demoralizing to other time members when they see team members leaving the organization. This program teaches the skills that help team leaders rate the attrition risk of each team member, surface individual team members’ retention needs and develop a Retention Action Plan designed to increase retention for the entire team.

Retaining Winning Talent

Delivery Methods Available:

Classroom – 8 hours workshop (can be delivered in 2-4 hour workshops)

Objectives

  • Describe the scope and severity of the talent shortage.
  • Calculate the costs of attrition.
  • Identify the attrition risks that currently exist within your own team.
  • Identify what motivates your team members and how to build their commitment.
  • Use the STARS Model to identify specific retention practices you can personally apply with your team members.
  • Conduct a discussion with your team members to surface retention needs.
  • Intervene when you see “early warning signals” exhibited by your team members.
  • Develop and implement a proactive Retention Action Plan that will reduce unwanted turnover within your work team.

Skill Points

  • Thank team member and reinforce the value of having the discussion.
  • Ask questions to identify what’s most gratifying and most frustrating about current projects, work assignments, and/or work in general.
  • Listen for specifics (especially STARS-related information), paraphrase, and test for themes.
  • Ask for and suggest ideas on how you can help and support the team member moving forward.
  • Decide what actions you both will take and set a follow-up date.
  • Thank the team member for meeting with you and explain the purpose of the meeting.
  • Refer to the early warning signal and probe to determine if it represents a deeper concern(s).
  • Summarize the response from the team member’s perspective and, if necessary, ask additional questions to clarify concerns.
  • Ask for and suggest ideas for addressing concerns.
  • Decide what actions each of you will take to address the concern(s) and set a follow-up date.
  • Thank the team member for being candid and reinforce the mutual value of the business relationship.