Our Talent Management Audits deliver real results that will effect your retention numbers. They will help you analyze your current employee retention strategy and develop a plan to keep your best people doing their best work for a long time to come.
Our Talent Management Audits include:
Our Talent Management Audits have delivered millions of dollars in savings to businesses large and small. Contact us today to discover how you can be one of them.
Auditing Tactics Defined:
Onboarding
This is your only chance to make the first great impression to a new employee. You must continue to focus on the experience that you have worked so hard to maintain up to this point. If you misstep here, all that you’ve done previously will be forgotten or considered an untruth. The process of onboarding must make the new hire feel welcomed, valued, and prepared to perform the duties needed to be successful in their role. All of the details that will allow them to seamlessly begin their new job must be considered, documented, and planned. A good program should define short-, medium-, and long-term objectives for the new hire. Consider the following in terms of your current program:
- Do you know what the experience is like?
- What is the current process of onboarding?
- How many steps and how long does it currently take?
- Do new employees have predetermined goals and objectives to strive for?
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Orientation
No matter how qualified a recent hire is for their new role, their success within your organization hinges on how well they integrate into the workplace. Orientation programs in the past were typically characterized by large inaccessible manuals, outdated videos, and mounds of paperwork. Today, the focus is on making new hires feel comfortable. A strategic orientation program will help you minimize the occurrence of voluntary terminations within the first 4-6 months. It will also help you build stronger teams, by promoting a high level of human interaction, meeting individual needs, and increasing overall job satisfaction.
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Compensation and Benefits
This topic is actually more complicated than most companies realize. Sure, being able to offer industry-competitive wages is a huge benefit to recruiting and retaining top talent. It's also a luxury not every organization can afford. The value of your employment offering, therefore, must incorporate other, less obvious items. Performance bonuses. Flexible work schedules. Comprehensive medical benefits. These things and more are all part of your overall package, and are your best defense against high-paying competitors. While employees will always "test the waters" to see what the market has to offer, a well-designed compensation and benefits program that meets the diverse needs of your entire workforce will help you keep your team intact. To ensure that your program is as effective as possible, be sure to consistently promote and market it throughout your organization.
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Flexible work schedules
In the U.S., 51% of women and 43% of men report having difficulty achieving work-life balance. In order to help employees reach this goal, many organizations are beginning to offer work schedules with a greater degree of flexibility. Even businesses that have operated on a fixed schedule for decades are beginning to offer such alternatives, responding to a shrinking workforce and increasing external demands on their employees' time. At the same time, they're fighting attrition and improving morale.
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Employee Training
A solid training program that is designed to address every aspect of the employee’s job is a critical necessity to job performance, employee contentment, and employee confidence. The strategic process of training should be geared to the rudimentary (and advanced) details of the job – and support clearly defined managerial expectations.
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Management Training and Development
One of the top five reasons employees leave is because of their boss. Whether they consider them incompetent, weak, abrasive, unskilled, etc. the result is the same - turnover. Creating a management training and development program that will keep your management team skilled and knowledgeable in the duties of a manager in your company and dealing with employees is critical to retention.
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Mentoring
Key employees are those targeted for growth or recognized as having attributes that will take them to higher positions within the company. Employee mentoring programs ensure that these individuals reach their potential by placing them "under the wing" of seasoned/senior level employees.
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Performance Management
Having a solid performance management program will allow you to monitor the development of your employees and rate the programs you set into place to develop them.
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30-60-90 day Evaluations
The unfortunate truth is that most employees leave within the first 120 days of employment. Holding 30, 60, and 90 day evaluations allows you to stay engaged with your new employee during this critical time frame, so that together you can overcome their initial struggles and frustrations. Done correctly, these evaluations can provide direction for new hires and help them identify areas where improvement is needed, while encouraging areas of success and a feeling of purpose and belonging. It can also help you discover any shortcomings in your onboarding and orientation practices.
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3600 evaluations
Beyond the scope of your average performance review, 3600 evaluations are designed to give you well-rounded and accurate information on what and how your employees are doing. Typically these evaluations are conducted by numerous people who interact with the employee in job-related functions.
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Career Path Development
For many employees, overall job satisfaction is heavily influenced by the knowledge of promising growth opportunities available to them in the years to come. Career Path Development ensures that not only are advancement opportunities promoted to your internal audience, but also that each position is clearly defined in terms of its minimum requirements. Drawing the line between who's qualified and who's not sets clear goals for your team members, and at the same time, the motivation to reach them. When implemented correctly, this program can also help you avoid offending any hardworking, yet under-qualified employees in situations where new hires are brought in to fill higher positions.
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Succession Planning
Anticipating future vacancies due to company growth, promotions, retirement, or terminations can allow you to identify and groom current employees to fill these roles as they become available. Similar to Career Path Development, this process involves using your profiles, screening, and assessment data to determine which employees would be most successful in upcoming opportunities, so that when the time comes, you're ready. As an added bonus, taking these steps also contributes to job growth and job satisfaction for your employees.
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Salary Surveys
Salary Surveys are a solid way to determine whether or not your organization is competitive in the marketplace.
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Exit Interview Strategies
Understanding why employees leave your company is a critical aspect of solving retention issues. Collecting this data gives you an unbiased view of employee loss and may provide insight into which areas deserve focus and/or need improvements.
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