Infopeople Webcast: Retaining

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Infopeople Webcast: Retaining

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Desk, computer, workspace ready on day one. Welcome card. Balloons, food ... Job rotation/cross training. Task forces, project assignments. Academies of learning ... – PowerPoint PPT presentation

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Title: Infopeople Webcast: Retaining


1
Infopeople Webcast Retaining Motivating
Excellent Library Employees
  • March 6, 2006
  • Noon 100 pm
  • Presenter Paula M. Singer PhD
  • Pmsinger_at_singergrp.com

2
Housekeeping
Dont wait for QA to submit questions
  • Todays webcast
  • presentation 50 minutes
  • QA final 10 minutes
  • Submit your questions via Chat during webcast
    so presenter gets them in time
  • Fill out evaluation during QA

Webcast Archives http//infopeople.org/training/w
ebcasts/archived.html
3
When to Use Chat
  • Get help with technical difficulties
  • send message to HorizonHelp
  • Ask presenter questions
  • send message to ALL
  • Chat with other participants
  • select name from dropdown list

Chat Area There
List of Participants There
4
Agenda
  • Why retention matters
  • Why employees stay
  • Orientation
  • Retention
  • Recognition

5
Why Retention Matters
  • Costs 1½ - 2 times salary benefits
  • Staffing costs costs to hire
  • Vacancy costs lost productivity
  • Training costs to prepare new employee
  • Acting pay
  • Loss of knowledge
  • Work not done, priorities not met
  • Impact on colleagues

6
Obstacles to Retention
  • Competition for the tech savvy, interpersonally
    skilled
  • Declining supply of library information science
    professionals
  • More choices for both degreed and non-degreed
    personnel
  • Low compensation
  • Retirements
  • Freezes

7
Population Decline
8
Talent Pool
35- to 44-year-olds in the U.S. Index 1970
100
Today
15 drop
9
The Changed Employer-Employee Relationship
  • The contract is broken
  • Life Long Employment vs. Mutuality of Purpose
  • Free agents
  • Flexibility to meet diverse needs
  • Work/life considerations

10
Think about yourself and your staff.
  • What keeps you
  • at your library?
  • Why do you stay?

11
Why Employees Stay
  • A feeling of connection
  • Feeling valued
  • Personal and professional growth
  • Continuous learning
  • Making a difference
  • Good management
  • Cant afford to leave
  • Fair pay and benefits

12
Compensation is More than a Salary
  • Salary
  • Benefits - the other paycheck
  • Work environment
  • A three legged stool!
  • ALA toolkit for salaries
  • http//www.ala-apa.org/salaries/toolkit.pdf

13
Retention Begins with Orientation
14
Orientation
  • Relationship begins before the hire
  • Employees value a personal connection
  • Accommodate different learning styles
  • Make it interactive and fun
  • Complete paperwork and procedural stuff in
    advance

15
Orientation Beyond the Workplace
  • Offer dual career assistance
  • Include family in the equation, invite to
    orientation
  • Match new employees with friends and services,
    new neighbors, teenage babysitters, etc.
  • Help with relocation

16
Assimilation
  • Provide a buddy/
  • mentoring
  • Create reward best practices
  • Develop expectations for management

17
Welcome!
  • Desk, computer, workspace ready on day one
  • Welcome card
  • Balloons, food
  • New employee party at work site
  • Formal follow-up at 30, 60, 90, 120 days

18
Keys to RetainingTop Talent
19
Job Satisfaction Retention
20
1. Increase Opportunity
  • Challenge
  • Interesting projects
  • Responsibility
  • Team leadership
  • Special assignments
  • Promotion

21
Opportunities for Employee Development
  • Internal recruitment
  • Support for education
  • Job rotation/cross training
  • Task forces, project assignments
  • Academies of learning
  • Career ladders
  • Mobility among libraries

22
Cultivating Excellence
  • Individual development plans
  • Coaching/mentoring
  • Performance management with real feedback and
    coaching
  • 360 feedback
  • Accelerated advancement/steps
  • Co-manager opportunities
  • Shared staff opportunities

23
2. Decrease Stress
  • Identify stressors
  • Distribute work evenly
  • Eliminate red tape
  • Manage interruptions
  • Promote and model
  • stress-reducing activities

24
Work/Life Balance
  • Define work in terms of what
  • is to be accomplished
  • Provide flexible work schedules
  • Evaluate alternative work places and
    telecommuting
  • Appreciate dilemma of child care, elder care,
    multiple individual roles
  • Allow voluntary demotions
  • Appreciate diversity of personal values and
    priorities

25
3. Provide Leadership
  • Build trust
  • Commit to helping others succeed
  • Offer motivation
  • Seek excellence
  • Take action

26
4. Emphasize Work Standards
  • Focus on taking pride
  • Link performance to customer satisfaction
  • Develop customer service and
    quality measures collaboratively
  • Be very clear on expectations
  • Celebrate achievements

27
5. Provide Fair Rewards
  • Employees want fair rewards for the work they do,
    based on
  • Skill
  • Responsibilities
  • Effort
  • Working conditions
  • Communicate
  • Reward for top performance

28
New Emerging Benefits
  • Extra insurance(s) at group rate
  • Auto, legal, pet insurance
  • 529 savings plans
  • Counteroffers
  • Eldercare 411
  • Lactation Rooms
  • Research leave/sabbaticals
  • Stop the clock tenure

29
Convenience/Concierge Services
  • Dry cleaner pick-up
  • Supermarket / Carry-out delivery
  • Financial planning
  • Passes, discounts zoo, museum
  • Classes on-site educational, fitness
  • Discount coupons cleaning services, manicures,
    lawn care
  • Wellness, health screening

30
6. Allow Adequate Authority
  • Empower employees to act
  • Encourage employee input to decisions, goals,
    and direction setting

31
Retaining Talented Workers as They Near
Retirement
  • Phased retirement
  • Re-hiring as part-timers
  • or consultants
  • Temp work
  • Training/mentoring
  • assignment
  • Sabbatical

32
Recognizing Employees
  • People will forget what you said. People will
    forget what you did. But people will never
    forget how you made them feel.
  • Anonymous

33
Recognition
  • Enhances performance
  • Helps motivate
  • Provides practical feedback
  • Makes it easier to get the work done
  • Improves productivity

34
Old School Recognition Programs
  • Formal
  • 1 size fits all
  • Centrally (HR) managed
  • Infrequent
  • Culture of entitlement
  • Selectively used for top performers only

35
Recognition Updated
  • Includes informal elements
  • Multiple programs activities
  • Leader-oriented
  • Frequent flexible
  • Culture of performance
  • Used for everyone

36
Carroll County Public LibraryEveryone Counts!
  • Mission Created to celebrate the contributions
    of CCPL staff members, and to foster an
    atmosphere of appreciation, respect and
    motivation
  • Coworker
  • Supervisor to Staff
  • Formal

37
Coworkers Recognize Colleagues
  • Dedication
  • Achievement
  • Character
  • Service
  • Can doattitude
  • Respect
  • Cooperation
  • Helpfulness
  • Flexibility

38
Supervisors Recognize Staff
  • Handling an emergency or difficult situation
  • Filling in on another job
  • Completing a special task
  • Consistently presenting a positive attitude that
    inspires
  • Giving time assistance to an area or staff
    person outside dept. or responsibility

39
More Formal Rewards
  • Customer Service Award
  • Spirit Award
  • Service Awards
  • Retirements
  • Muffies_at_ccpl.org  

40
Spirit of CCPL Recognition
  • Providing consistently outstanding service to
    internal and/or external customers
  • Bringing innovative idea(s) to the system
  • Enhancing operations
  • Accomplishing a specific project
  • Contributing to the mission and/or goals of CCPL
  • Providing exceptional service in spite of
    extraordinary circumstances
  • Presenting an idea or recommendation that
    resulted in a cost savings to CCPL

41
Tulsa City County Library
  • Rave Review
  • Team Award
  • Standing Ovation
  • Applause
  • smcconn_at_tulsalibrary.org

42
Low Cost - High Impact Recognition
  • BRAVO award coupons
  • Special recognition for pages and hourly
    employees
  • Xerox hand
  • Bragging sessions
  • Start each staff meeting with good news praise
    for employees who deserve it
  • Read thank you letters from customers
  • Self-recognition days

43
More Ideas
  • Anniversary letter
  • Thanks button on website
  • Lifesaver award
  • Employee nominated EZTDBW award
  • Eagle award
  • Employees write about others

44
Developing a Recognition Program
  • Focus on the areas that have the most impact
  • Involve employees
  • Announce the program with fanfare
  • Publicly track progress Have lots of winners
  • Allow flexibility of rewards
  • Renew the program as needed
  • Link informal and formal rewards

45
Getting Started
  • Start in your own sphere
  • Do just one thing differently
  • Focus on what you CAN do
  • Dont expect perfection

46
Building Commitment
  • Focus - employees know what they need to do and
    what is expected of them
  • Involvement - people support most what they help
    to create
  • Development encourage opportunities for
    learning and growth
  • Gratitude - recognize good performance (formal or
    informal)
  • Accountability - employees are responsible for
    their performance and lack thereof

47
Fine-Tuning Retention Strategies
  • Analyze turnover - address any problems
  • Do exit interviews and USE the data
  • Survey incumbents
  • Paper/pencil, online
  • Town hall meetings
  • Meetings with senior management
  • Not one size fits all! Target to individual needs

48
(No Transcript)
49
Resources
  • ALA. Advocating for Better Salaries and Pay
    Equity Toolkit. www.ala-apa.org/toolkit.pdf.
  • Bob Nelson Dean Spitzer, The 1001 Rewards
    Recognition Fieldbook, Workman Publishing, NY
    2003.
  • Public Libraries, Recruitment and Retention
    Issue, Vol. 45, No.1, Jan/Febr 2006.
  • Paula M. Singer Jeanne Goodrich, Retaining and
    Motivating High-performing Employees, Public
    Libraries Recruitment and Retention Issue, pp
    58-63.
  • Paula M. Singer, Designing a Compensation Program
    for Your Library. ALA, 2002.

50
THANK YOU!
  • Paula M. Singer, Ph.D.
  • The Singer Group, Inc.
  • 12915 Dover Road
  • Reisterstown, MD 21136
  • 410-561-7561
  • Pmsinger_at_singergrp.com
  • www.singergrp.com
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