Real Stories of Finding, Engaging,

and RetainingEmployees

Russ Gaylor, OMEP

Linda Wechsler, OMEP

Jean Ohman Back, Schwabe Williamson & Wyatt

Welcome and Today’s Workshop

u Today we will review a case study based on stories from clients we have helped to find, engage and retain employees

u This case study will show you how these clients:u Minimized employee turnover and retirement’s negative effects

u Recruited and trained new employees

u Engaged existing employees to help them become proficient faster

What pain points is your company experiencing with finding, engaging and retaining employees?

Pain Points – Did We Miss Any?

u Can’t Find Employees or ‘Good’ Employees

u Can’t Keep People - High Turnover

u Can’t Train People Fast Enough

u Can’t Fill Higher Level Positions

u No Leadership, Problem Solving, Critical Thinking Skills

Compass Manufacturing:A Case Study

Organizational Assessment

u Where did we start with Compass Manufacturing?u They filled out an Organizational Assessment

u Provides the company with a ‘Current State’u What elements of a Learning Culture does my company have?

u What gaps do we have to work on?

Organizational Assessment

Fill out an Organizational Assessment for your company

Results of Compass MfgOrganizational Assessment

u Issues:u No defined ‘standard work’ or best practices

u Loss of knowledge through employee turnover and retirement

u Low success rate in hiring

u No objective way to reward employee performance

Why Does Having a Learning Culture Matter?

u 32% are most likely to be first to market

u 37% experience greater employee productivity

u 34% better respond to customer’s needs

u 26% have a greater ability to deliver quality products

Source: Creating a Culture of Learning in the Modern Workplace - Biz Library,

Published Aug 23, 2017

Structured On the JobTraining

Development Paths

Robust Hiring, Onboarding, and Career Ladders

Benefits:• Standard work• Repeatability &

predictability of the training process

• Shorter learning curves & faster time to contribution

Benefits:• Clear performance

expectations• Increased company &

personal accountability• Greater employee

engagement

Benefits:• Easier to find, engage,

and retain talent• Career ladders create

employee pipeline to fill positions as employees retire or leave

How Did Compass Mfg Start Building a Culture of Learning?

Do you have a Structured On the Job Training process at your company?

6 Steps of Structured On the Job Training

Compass Mfg Issue #1:Defining Standard Work

Compass Mfg Solution:A Team of Experts Worked Together to Create Training Materials for Standard Work

Job Skill Module

Compass Mfg Issue #2:Loss of Knowledge Through Employee Turnover and Retirement

Compass Mfg Solution:Developed Talent Pipeline by Using Job Modules Organized into Development Paths

Development Paths

Compass Mfg Results

u Development paths were created for all job roles

u Organizational knowledge was shared

u Company job openings were filled with internal candidates who developed skills needed to replace retiring or exiting employees

Compass Mfg Issue #3:Low Success Rate in Hiring

Compass Mfg Solution #1:Increased Hiring Pool by Retooling Job Posting

Compass Mfg Solution #2:Lowered Passing Threshold on Application Test

Compass Mfg Solution #3:Communicated Development Paths to Prospective Employees During Interview

Compass Mfg Solution #4:Robust Onboarding

Engaging Employees with Robust Onboarding

Workplace Culture & Business Identity

Business Mission,

Objectives & any Current

Projects

People

Workspace & Equipment

Internal Policies &

Documents

Defined Development

Paths

Compass Mfg Solution #5:Reviewed New Hires for Proficiency Before First 90-Days

Probationary Development Review Form

Compass Mfg Results

u Candidate pool increased from 76 to 230

u Hire rate for new permanent employees increased from 1 to 6

u Onboarding time was reduced by 50%

u Reduction in time and resources used to determine if a prospective employee will become a permanent employee

Compass Mfg Issue #4:No Objective Way to Reward Employee Performance

Compass Mfg Solution:Rewarded Performance by Linking Development Paths to Career Ladders

Linking Development Paths to Career Ladders

Organizational Results Achieved

Compass MfgOrganizational Resultsu Training time reduced by over 50%

u 25% non value added work reduction

u 25 – 50% less turnover

u Larger hiring pool – 30% increase

u Standard work reduced production cycle time and quality defects

u Increased employee engagement as measured by an employee survey

Summary of Today’s Workshop

Today we reviewed a case study based on stories from clients we have helped to find, engage and retain employees

u This case study showed us how these clients:u Minimized employee turnover and retirement’s negative effects

u Recruited and trained new employees

u Engaged existing employees to help them become proficient faster

QUESTIONS & ANSWERS

TAKEAWAYS

Plan ahead, define the road to development, and create an environment for continuous learning so you and your employees can achieve success!