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P - Provide a Positive Working Environment
R - Recognize, Reward and Reinforce the Right Behaviour
I - Involve and Engage
D - Develop Skills and Potential
E - Evaluate and Measure
STEP 1--PROVIDE A POSITIVE WORKING ENVIRONMENT
Wise executives realize the responsibility for creating a positive work environment cannot be delegated. It starts at the top.
Have you ever worked for a bad boss?
One of the main reasons employees quit is the relationship with their first-line supervisor. The fact is many supervisors and managers are unaware how their actions and decisions affect employee turnover.
A critical aspect of an effective retention strategy is manager training. Properly trained managers play a major role in an effective recruitment and retention strategy. Managers need the skills, tools, and knowledge to help them understand their employees' retention needs and be able to implement a retention plan designed to increase employee engagement in the organization.
STEP 2--RECOGNIZE, REWARD AND REINFORCE THE RIGHT BEHAVIOR
Money and benefits may attract people to the front door, but something else has to keep them from going out the back. People have a basic human need to feel appreciated and proud of their work. Recognition and incentive programs help meet that need.
A successful reward and recognition program does not have to be complicated or expensive to be effective. For example Graham Weston, a CEO of Rackspace Managed Hosting in the US, gives the keys to his BMW M3 convertible to his employees for a week.
This creative way to reward employees has a bigger impact than cash. He says, ‘If you gave somebody a $200 bonus, it wouldn't mean very much. When someone gets to drive my car for a week, they never forget it.’
STEP 3--INVOLVE AND ENGAGE
People may show up for work, but are they engaged and productive? People are more committed and engaged when they can contribute their ideas and suggestions. This gives them a sense of ownership.
STEP 4--DEVELOP SKILLS AND POTENTIAL
For most people, career opportunities are just as important as the money they make. In a recent study more than 40 percent of the respondents said they would consider leaving their present employer for another job with the same benefits if that job provided better career development and greater challenges.
Skilled people will not remain in a job if they see no future in their position. To eliminate the feeling of being in a dead-end job, every position should have an individual development plan. (Partnercorp actually has a people development intranet product available to clients and their employees – contact us for details)
STEP 5--EVALUATE AND MEASURE
Continuous evaluation and never-ending improvement is the final step of the PRIDE system. The primary purpose of evaluation is to measure progress and determine what satisfies and de-satisfies your workforce.
The evaluation process includes the measurement of attitudes, morale, turnover, and the engagement level of the workforce. Here is a checklist of items that should be included in your evaluation and measurement process.
• Conduct an employee satisfaction survey at least once a year.
• Initiate interviews and surveys concerning the real reasons people come to and leave your organization.
• Improve your hiring process to create a better match between the individual's talents and job requirements.
• Provide flexible work arrangements for working parents and older workers.
• Hold managers responsible for retention in their departments.
• Start measuring the cost of turnover.
• Focus on the key jobs that have the greatest impact on profitability and productivity.
• Examine those departments that have the highest turnover rates.
• Design an effective employee orientation program
Our Business Consultants can show you how easy it is to drive productivity in your business. Call us on 1300 933 074 to discuss your options.
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