Retaining Top Talent
Step-by-step training for attracting today's best employees

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Each day, the competition is out to steal your most talented employees. Your best defense is to create a total work experience so attractive that your brightest stars would never consider leaving. This two day program focuses on specific strategies and actions your managers can take to create and sustain competive advantage by increasing your company's attractiveness to both current and potential employees. From innovative recruitment and compensation policies to making effective use of exit interviews, it outlines a complete program for becoming the employer of choice.

This program provides your managers with:

  1. Retention-focused new employee orientation guidelines
  2. Strategies for targeting recognition programs to top performers
  3. Communication techniques that effective managers must know

The best managers understand that the contributions of excellent employees are what makes the difference between success and failure, and they take action to retain those people. Retaining Top Employees shows your managers how to make employee retention an integral part of your organizational culture, creating a work environment that will not only attract but retain your industry's best people.

Program Outline:

Unit One: "Employee What?!"

  1. Just What is "Employee Retention Anyway?
  2. What "Employee Retention" Used to Mean
  3. What it Means Now
  4. What it Might Mean Soon

Unit Two: Developing a Retention Mindset

  1. Don't Get Hung Up on Strategies
  2. People Stay Where They Feel at Home
  3. The Five Phases of Retaining Top Employees:
  4. Phase One: Envisioning Your Retention Strategy
  5. Phase Two: Deciding Which Retention Tools to Use
  6. Phase Three: Recruiting for Retention
  7. Phase Four: Making the Difference with Orientation
  8. Phase Five: Maintaining Retention Through the Employment Life Cycle

Unit Three: Envisioning Your Retention Strategy

  1. Which Employees Do You Want to Retain?
  2. Why Do You Want to Retain the Targeted Employees?
  3. What Do You Need to Do to Retain the Targeted Employees?
  4. Turning Data into Achievable Retention Goals

Unit Four: Know Your Demographics

  1. Boomers, Gen X, Gen Y
  2. The Seven Areas of Distinction in Employee Retention
  3. Effective Tools for Retaining Boomers
  4. Effective Tools for Retaining Gen-Xers
  5. Wassup? Planning for Retaining Gen-Yers

Unit Five: Compensation: Why It (Almost) Doesn't Matter

  1. What a Compensation Plan Must Achieve
  2. What to Include in Your Compensation Plan
  3. How to Design Your Compensation Plan
  4. Maximizing the Results of Your Compensation Plan

Unit Six: Employee Recognition: What Works, What Doesn't

  1. Targeting Your Recognition Programs to Top Employees
  2. Orienting Your Recognition Program Around Retention
  3. Designing Recognition Programs to Enhance Behaviors
  4. Designing Specific Recognition Goals
  5. Ensuring that Your targets Are Attainable
  6. Setting Fair Outcomes
  7. Making Recognition Programs Appropriate
  8. Communicating Your Recognition Program

Unit Seven: Recruiting for Retention

  1. What Is Recruiting for Retention?
  2. The Employment Contract
  3. The New Hire Model(s)

Unit Eight: Making a Difference with Orientation

  1. The Link Between Retention and Orientation
  2. There's No Such Thing as "No Orientation"
  3. Immediate Impacts of a Retention-Focused Orientation Program
  4. Medium Term Goals of a Retention-Focused Orientation Program
  5. Developing Cohesive Retention-Focused Orientation Program Content

Unit Nine: The Role of the Manager, Part 1

  1. Onboarding
  2. Setting Goals
  3. Performance Management
  4. Growth and Development
  5. Providing a Buffer

Unit Ten: The Role of the Manager, Part 2

  1. The Manager as Company Representative
  2. The Manager as Leader
  3. The Manager as Work-Life Balance Indicator
  4. Managing Departing Employees and Alumni

Unit Eleven: Mentoring and Coaching Programs

  1. The Benefits of Mentoring and Coaching Programs
  2. What is A Mentoring?/What is a Mentor?
  3. The Distinction Between a Coach and a Mentor
  4. What is the Difference Between Mentoring and Managing?
  5. Separating Mentoring and Managing
  6. How Does a Coach Differ from a Mentor?

Unit Twelve: Making It All Work

  1. It's All About Adding Value
  2. Using Points of Leverage in Your Organization
  3. Building a Retention Culture
  4. And Finally...

Allen Jones
640 Glen Iris Drive #301
Atlanta, GA 30308

404.881.6120
Email: ajones@mindspring.com