Crack the Code: How to Reduce New Hire Turnover
New hire turnover disrupts teams and forces recruiting to restart the talent search. But there are concrete steps you can take now to reverse the trend, if you have the right insights.
This webcast explores how HR can strengthen engagement sooner, build long-term commitment, and increase new hire retention.
Workforce.com Invites Retensa to Speak on Modern Talent Technology & Retention Tools for HR Teams
Workforce.com, one of the largest workforce software companies, asked Retensa, the global leader in employee retention research, to present Ten (10) Talent Technology tips designed for the small and midsize employer HR department. The collaboration showcases the retention experts highlighting innovative tools and technology to enhance retention strategies at employers with very limited Human Resource team and talent management resources. […]
Littler and Retensa Launch National Seminar Series on how New Limits to Non-Compete Agreements will Impact Employee Retention Strategies
Littler, the world’s largest labor and employment law practice representing management, partnered with Retensa, the global leader in employee retention research, to present a nationwide series of live seminars. The collaboration includes legal and retention experts at in person events focused on the critical and changing role of Non-Compete Agreements to maintain competitive advantage and retain top talent. […]
What’s Working In Employee Engagement and Team Building – Research Study
Welcome to a transformative opportunity to shape the future of your workforce. Retensa, the employee retention research experts, and ZogCulture a leading provider of recreational sports leagues, invite you to be at the forefront of innovative insights. As a key leader in shaping your organization’s culture – whether as a Director of Talent, an Employee Experience Coordinator, or a Chief People Officer – your influence is pivotal. From this research study, you can leverage how employee events influence the employee experience. […]
Employee Turnover UNVEILED 2024: Webinar on Feb 29
Accelerate your retention strategy with the advantage of knowing where to focus and what to do. Avoid wasting time and money. Know what works with the modern workforce. Reduce regrettable turnover.
This is the actionable intelligence you can only get from the world’s retention experts at Retensa. Get the freshest insights to take action NOW.
Predict and prevent the next employee from quitting. […]
Employee Wellness Survey
Stay Connected with Your People, Now more than Ever This is an unprecedented time for everyone. Organizations face real challenges posed by ever changing conditions and new ways of working. Updates are sent to your staff, but are their concerns addressed? How are they doing? What do they need to be supported? Do we really know? Get meaningful answers in 8 minutes with a new FREE Employee Wellness survey Retensa is here to help you understand and address the needs, wants, and expectations of your workforce. At times our commitment is tested. But it is never broken. Please accept our gift to help you help your team navigate this extraordinary event. We will do our part to ensure employees are heard, helped, and have what they need to feel safe. Signup right now or read more details below. What are the goals of Retensa’s Employee Wellness Survey? A. For leadership to stay connected with their workforce B. Understand employee’s current state of mental health and overall wellness C. Capture unexpressed employee concerns and areas of focus or need D. Pinpoint areas where employer can offer assistance or support SEND A MENTAL WELLNESS SURVEY How do I access the survey and what can I expect? 1. Click on this wellness survey sign up link to submit your request a. No credit card needed, it’s free for you right now 2. You will receive an automated email to activate your TalentPulse account in just one click 3. From there, log in to send unlimited Employee Wellness Surveys a. First time sending an online survey?…We got you covered with an automated step by step feature tour b. Our software is one of the easiest feedback tools available today c. You can edit the survey invitation, reminder, and thank you text to whatever you want d. We are here to help whenever you have questions 4. It’s 100% free (have we mentioned this before?) for 365 days, which means you can: a. Send out unlimited Employee Wellness Survey b. Download unlimited individual responses c. Create unlimited advanced survey reports d. Try any Retensa Best Practice Survey for FREE (we make it easy) e. Talk to our Talent Management Experts when you need help, call or email for free During this challenging time, reassure employees that everything is being done to support them and their mental health. To help you connect with your team: Sign-up for your free employee wellness survey From all of us at Retensa, we will do our part to make a difference. And we will do whatever we can for you right now. Guide your workplace to support everyone’s comfort and wellbeing and ensure employees’ needs are met. Good health, strong trust, and a safe future to us all.
Employee Turnover UNVEILED 2020: Webinar on Jan 23
Employee Turnover UNVEILED 2020: Webinar on Jan 23 What are you giving your company this holiday season? Don’t worry, in the festive spirit of Retensa, we have the gift that keeps on giving: predictive retention analytics. Our statistician elves spent the year collecting and analyzing turnover data across 54 countries to identify who, what, where, and why employees leave. It’s like a fruitcake of knowledge you’ll actually use. If you’re on our nice list, get ready to learn: What is the top reason people leave in 2019? How should we rethink the work-life equation? Why millennials quit so easily? Where to focus first to create a culture of retention? Is compensation the #1 reason for resignation? Thursday, January 23 @ 2:00 PM (ET) / 11:00 AM (PT) Join HERE to Unveil the Answers Here at the Retensa workshop, we study millions of data points to find all the hidden secrets of the workforce. It’s time to unveil our findings and give your company the gift of turnover insights to improve your employee retention strategy. Click here to sign up for Employee Turnover UNVEILED: 2020 Talent Data Insights Webinar Non-clients: $149 Retensa clients: FREE (Use Promo Code “TURNUP20” for free access)* All attendees will receive: 60 minutes of fresh insights to target your retention strategy Advanced analysis of the separation trends (PDF report) Answers to what makes current turnover different The best HR gift you could ask for We’ll see you there! *Exclusive for Retensa clients. Please register with your work email. All registrants are verified prior to attending the webinar.
Employee Turnover UNVEILED 2019: Webinar on Dec 12
Employee Turnover UNVEILED 2019: Webinar on Dec 12 What are you giving your company this holiday season? Don’t worry, in the festive spirit of Retensa, we have the gift that keeps on giving: predictive retention analytics. Our statistician elves spent the year collecting and analyzing turnover data across 54 countries to identify who, what, where, and why employees leave. It’s like a fruitcake of knowledge you’ll actually use. If you’re on our nice list, get ready to learn: What is the top reason people leave in 2019? How should we rethink the work-life equation? Why millennials quit so easily? Where to focus first to create a culture of retention? Is compensation the #1 reason for resignation? Thursday, December 12 @ 2:00 PM (ET) / 11:00 AM (PT) Join HERE to Unveil the Answers Here at the Retensa workshop, we study millions of data points to find all the hidden secrets of the workforce. It’s time to unveil our findings and give your company the gift of turnover insights to improve your employee retention strategy. Click here to sign up for Employee Turnover UNVEILED: 2019 Talent Data Insights Webinar Non-clients: $149 Retensa clients: FREE (Use Promo Code “TURNUP19” for free access)* All attendees will receive: 60 minutes of fresh insights to target your retention strategy Advanced analysis of the separation trends (PDF report) Answers to what makes current turnover different The best HR gift you could ask for We’ll see you there! *Exclusive for Retensa clients. Please register with your work email. All registrants are verified prior to attending the webinar.
What to Do When Your Star Salesperson Quits
A company’s sales force is the most difficult to replace. Most devastating is when your salesperson leaves you for the competition. Your best employee will quit. Maybe not this week, or next month, but someday he or she will leave. The impact on your customers and staff and the financial cost of turnover are substantial. Studies show that employee turnover can cost a company up to 200% of annual employee compensation1. The cost of replacement has exceeded the cost of retention; the higher compensation needed to attract new hires, combined with the cost of necessary training, far exceed the price of retaining current employees2. A company’s sales force is the most difficult to replace. Most devastating is when your salesperson leaves you for the competition. When it happens to you, keep this in mind: Don’t sever the relationship Upon hearing the words, “I’m giving my notice,” many companies have the employee escorted out of the building. Severing the relationship so bluntly is bad for business; it will demotivate coworkers, reduce productivity, and instigate retaliatory behavior. In reality, the separating employee may still be of great value to you. For example, are his client records up-to-date and easily understood? Do you know the status of every account? It’s not about the salesperson; it’s about your clients. Manage this transition well and clients will stay with you. Additionally, former employees can be the most useful resource when recruiting. Those who have held the job previously know the characteristics and skills to look for in a new hire and can also provide a sense of mentorship once the new employee is in place. Is he leaving or has he already left? If the employee is planning on leaving, but has not made the ultimate decision, there may be room to make a counteroffer. Open the dialogue by asking the employee, “What can we do to make this work for you?” Not everyone should get a counteroffer; it is a question of whether the employee’s issues can be addressed and if he is really worth retaining. If he is committed to leaving, then you need to move quickly onto the next steps. Where is he headed? Is the individual staying in the same industry, working at a company where they may still be in contact with your clients? Ensure that non-disclosure and non-compete agreements have been signed. This protects your business as well as the relationship you have with your clients. While this should be done upon employment, the sooner the contracts are signed, the better. The problem with non-competes is that they’re penalty-driven, and negative in nature. Consider instead “golden handcuffs,” more of a financial reward than a penalty. Offer your salespeople tuition reimbursement programs, deferred compensation, or salary continuation plans. If salespeople leave the company prematurely, they lose their chance to reap the reward3. Identify what made the salesperson successful. Document any knowledge, skills and abilities that made him/her productive and profitable. Asking key clients what they liked best about working with this individual will help in training the next account rep. Start the hiring process immediately to create a solid applicant pool. Some of the best candidates don’t respond to job postings and advertisements. Instead, they are choosing the companies they want to work for: Make sure you are on their short list of employers4. The retention of quality salespeople begins before recruiting, in your branding process. Success within your organization should be clearly defined, and must take into account corporate culture, employee personalities, and necessary role requirements. Due to the demanding nature of a sales career, it is crucial to assess personalities and temperaments of candidates early in the hiring process. Testing does not guarantee you will hire the right person every time, but it is a definite step in the right direction5. What about your business? How much more time can he/she give you? If possible, using the employee to train his own replacement can accelerate the new hire’s productivity. He can train the new individual on your company’s culture, systems, and how to succeed at your organization. The first few days of employment is the most formative time for the employee to decide how he feels about your organization and his job. Opinions formed in the first days at a company are very hard to change. Ensure your training program is structured; take the time to be thorough and he will feel valued and welcome. The amount of effort and time put in will reward you in the end. Remember that hiring a great salesperson is “only half the battle.” In order to keep your new employee in the long run, invest in his skills in both personal and product knowledge. Contact the salesperson’s key clients. Ask them what you, as the business owner, can do to help them. Let them know if there is anything they need, they can always contact you. Turnover leaves customers in the dark; a lack of continuity can cause confusion and decreased productivity. As you go forward, impress upon your clients that no single employee is their support system. Each employee works as a part of a team to provide for them. If you have not, create a client database now containing key contacts, their history, needs, requirements and also relevant personal information, such as special interests, likes and dislikes. At times like this, it is a valuable tool to give your new hire a head start. If your new hire is not in place in time for a smooth transition, distribute the workload evenly. Also, consider the separation as a development opportunity for a rising star. Give someone the chance to prove themselves with a new client and be sure to take care of those who get extra work. Mitigating salesperson turnover is about preserving not only intellectual capital, but also relationship capital, which is more valuable but also easily overlooked. Many employers are so concerned with separating employees, they forget about those who remain at the company. Do not forget
